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.

Page 81 of 243« First...102030...808182...90100110...Last »

While there is no “correct” HR-to-staff ratio, one HR professional per 100 employees is a generally accepted starting point. But HR-to-staff ratios have become less precise—and harder to interpret—due to the economic downturn, layoffs and the continued growth of outsourcing. Still worth measuring?

As you hire employees to replace the ones who leave your organization as the economy improves, you might find that experienced, mature workers are willing to work as interns to get their feet in the door. Nearly a quarter of employers said workers with 10-plus years of experience who are age 50 or older are applying for internships, according to a CareerBuilder poll.

Online tools can be highly valuable in recruiting and selecting the best candidates and screening out bad hires. Despite the potential advantages, those activities come with potential employment law risks that are still evolving due to the relatively recent emergence and growth of social media. Some of the obvious and not-so-obvious legal risks:

Know how sometimes you “click” with your colleagues while other times you don’t? This phenomenon might actually have a real neurological basis—what you might even call a “mind meld,” after the fictional practice from the TV series “Star Trek.”

Sometimes, the employee not hired is the one who causes the most legal trouble. A San Francisco law firm is facing a discrimination lawsuit after it declined to hire a young lawyer who had interned there. Her suit alleges that Howard Rice discriminated against her on the basis of gender, national origin and race when it decided to defer and later rescind her associate contract.
Q. A deceased employee’s spouse has asked us for copies of personal e-mails that were on the employee’s work computer. Can we provide her copies?

The Illinois General Assembly has been busy, passing legislation that HR professionals need to know about. Specifically: the Employee Credit Privacy Act, which prohibits many Illinois employers from basing hiring, promotion and other employment decisions on the credit histories of employees and job applicants, and the Wage Payment and Collection Act, which protects employees who have not been paid all their wages.

Q. Our company would like to review applicants’ credit information when we make hiring decisions. Can we do this?
Many employers are discovering they have many—perhaps dozens—of well-qualified applicants for each opening. That may leave some perfectly qualified applicants wondering why they weren’t picked. Don’t fret about selecting the applicant with the best résumé. While you may be sued by another applicant who believes some form of discrimination must have been at work in the selection process, that lawsuit won’t go far.
Q. We’re going back and forth on this question: On an employment application, can we legally ask about an applicant’s prior conviction record or arrest record?
Page 81 of 243« First...102030...808182...90100110...Last »