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.

For teachers who earn just $12 to $25 an hour, a chance to win a $10,000 bonus is a big deal. That’s how much CCLC Child Care Centers hands out yearly to each five teachers who win its “Educator Award.” The awards are a way for the Portland, Ore.-based organization to thank and encourage the modestly paid faculty of its 112 centers.

Replacing employees is costly enough without frittering away your recruiting dollars on advertising that either doesn’t reach the desired candidates or results in bad hires. Too many employers take a shotgun approach, placing ads on several sites without obtaining data to help make the right choice. To get the best value for your ad dollars, ask job-board sales reps these questions:

No law bars employers from conducting criminal background checks. However, conducting checks when it isn’t necessary not only wastes resources, it may increase the risk of being sued. The same is true of credit checks. Two lawsuits challenging the fairness of background checks serve as cautionary tales for employers.
When it’s time for company leadership to tap employees to work on a new, interdepartmental project, whom do you think they’ll pick? And if the company is forced to restructure and lay off, who would least likely be sacrificed? The cross-functional whiz, or the employee who works in a silo?

Administrative professionals could be a secret weapon in helping companies bounce back from the recession. New research by OfficeTeam and the IAAP shows admins are moving beyond their traditional roles to take on responsibilities in areas such as cost control, technology and the use of social media, hiring and corporate social responsibility.

At some point, an unsuccessful job candidate may challenge your decision not to hire him. Then you will have to justify your selection process. The more objective criteria you use, the more likely a court will agree not to second-guess your decision. But if you add subjective elements to the process, you may end up being charged with discrimination.

It’s perfectly legal for an employer to decline to hire or promote someone even if he’s the only applicant. In fact, it may very well be a good business decision to wait under those circumstances.

Have you reminded managers and supervisors that they should keep their dress professional when conducting interviews? If not, do so. Attire that’s too casual—especially if it features a potentially offensive logo or design—can easily lead to a discrimination lawsuit.

Q. We are considering hiring an employee away from one of our competitors. Should we ask whether she is subject to a noncompete agreement, or is it better for us to move forward not knowing the answer?
The U.S. Supreme Court in late May unanimously sided with a group of black firefighter applicants who alleged that the city of Chicago’s employment selection process had a disparate impact on them. The court said the timing of Title VII lawsuits doesn’t depend on when the alleged discriminatory act first occurred, but on when the employer acted on the results of that discriminatory act, even if that’s years later.