Hiring — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 80
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Hiring

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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Supervisors may think they know all the candidates for promotion so well they can select one without actually interviewing the interested employees. That’s a big mistake. Chances are, if one of the disappointed applicants sues, the supervisor will have to answer very specific questions about the hiring process.

You can help prevent hiring lawsuits with one simple tactic: Have two company representatives sit in on interviews. Then have both reps deliver the news when you have to tell an applicant she wasn’t selected. As this case shows, that extra effort can be insurance against a nasty “he said/she said” lawsuit.
You seek input from colleagues before picking which job candidates to hire or which workers to promote. It's admirable that you solicit their insights and impressions. There's just one problem: Their input may not necessarily reflect a dispassionate or accurate analysis.
Employers are increasingly using web-based social media—such as Facebook, LinkedIn and Twitter—to screen potential employees, in addition to the usual applications, interviews, references, and background, credit and drug tests. But they don’t always recognize the potential pitfalls and risks.
Retail managers often spend most of their time doing the same work that hourly employees do, such as running cash registers. Even so, they may qualify as exempt employees under the Fair Labor Standards Act. Why? It’s the quality of the management work they do that counts, not the number of hours they spend doing it.
The EEOC has published its final regulations implementing Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA). They take effect on Jan. 10. The new regulations clarify when employers may be liable for acquiring genetic information.
Don’t be afraid to terminate employees who have just returned from FMLA leave—as long as you have good reasons that are unrelated to the FMLA.

Pennsylvania has the third-best business climate north of the Mason-Dixon Line and the 12th best in the nation, according to Site Selection magazine. Only Ohio and Indiana ranked higher among Northern states.

Ohio has the top-ranked business climate outside the South and the sixth best nationwide, according to Site Selection magazine. Every year, the magazine surveys site selectors to get their take on how easy or hard it is to do business in each state. Then it rates the states by tallying up manufacturing plant openings and new expansions of other corporate facilities.
Employers are supposed to accommodate all religions and their practices when reasonable. If you don’t train managers to handle accommodation requests with dignity, you may find yourself facing a religious discrimination lawsuit.
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