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.
Here’s a reminder that it’s not always foolproof to base a reduction-in-force on rankings of employee performance.
How to welcome, prep and manage those seasonal employees.
Conducting job interviews is one of the most legally dangerous tasks performed by managers. That's why every question should relate to this central theme: "How are you qualified to perform the job you are applying for?”
If you operate in a jurisdiction that has "banned the box," it is time to revamp your hiring process to ensure that applicants are not asked about criminal history until offered a job.
Some companies in notoriously high-pressure industries are making what seems like counterintuitive hiring moves: To improve productivity, they’re seeking employees who they know are willing to stop and smell the roses.
If the new employee is better than half of the existing staff, your organization has just gotten better. If not, unfortunately, your organization just got worse.
If you’re like most employers, you carefully consider applicants for open positions and document exactly why you chose the candidate you considered the best one to fill the job.
How many of these would have made you toss a résumé into the trash without a second thought, possibly ensnaring you in a legal problem?
Having references won’t help if you can’t get them to open up to you about an applicant.
The U.S. has added private sector jobs every month for the last six years, and the latest forecast from CareerBuilder shows this trend will continue in the second quarter.