When hiring employees, negligent hiring practices can doom the process. Learn from your colleagues’ successes – and avoid their pitfalls.
Smart interview questions, well-written job descriptions, and sharp interviewing result in hiring employees that work out well, AND make you look good in the process.
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The ways you found job candidates just a few years ago? They're already becoming outdated. Here's what the future looks like.
When you need to hire a new employee, don’t overlook these talent pools brimming with great hires.
Q. We have a few college students who work for us during their summer break. According to the law, are they required to complete new employment paperwork (I-9, W-4, etc.) each year?
If your employee handbook hasn’t been updated in the past six months, it’s out of date. Because employment laws and your business are in a constant state of flux, it’s critical to keep your personnel policies up-to-date. In light of recent legal changes, be sure your policies include these updates:
Summer jobs are returning at a faster pace this year and, in many cases, are paying well beyond the federal minimum wage of $7.25.
Generational turnover is an opportunity for positive change. Too many employers miss that chance by choosing candidates who provide easy continuity instead of those who will carry the company into the future.
It’s hard to discriminate against applicants based on characteristics like age and race if you don’t know they belong to a particular protected class. That’s why it’s important to have a “blind” hiring process.
Almost a third of U.S. employers—32%—report that they are having a hard time filling job vacancies because they can’t find skilled candidates.
Outside consultants who specialize in the tricky business of terminations can help small employers when it’s time to let go of an individual employee or implement a larger layoff. But before you act on outside advice, do make sure you provide all the relevant information to the consultant.
Seventy-two percent of managers are optimistic about their career opportunities this year, up 21 percentage points from 2014. They’re ready to act on that optimism, too—88% said they’re open to new opportunities in 2015.