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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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United States Citizenship and Immigration Services is advising employers to review all I-9 forms downloaded between Nov. 14–17, 2016, to ensure that employees’ Social Security numbers are correct.
By now, managers and HR reps probably know to avoid writing anything on applications or résumés that could be interpreted as discriminatory based on race, sex, religion, age or disability. It’s also unwise to attach sticky notes that imply bias.
Seventy percent of employers use social media to screen candidates before hiring, according to a new survey by Harris Poll and CareerBuilder.com.
Whether or not the executive travel ban ever takes effect, foreign workers—particularly those from the banned countries, but also those from other Muslim countries—are feeling the impact. So are employers.

The National Ski Areas Association recently wrote to Secretary of Home-land Security John Kelly asking him to more than double the number of H-2B visas granted next winter, from 33,000 to 70,000.

Seeing less than desirable performance levels from your new employees? Your onboarding process—or the lack of one—may be to blame.
Q. We have searched in the U.S. for a worker to fit a very specialized position at our company to no avail. We are considering using the H-1B program next year. How does the “lottery” process work?
You may see more older workers seeking open positions in your organization. How you treat those applicants can mean the difference between winning or losing an age discrimination lawsuit.
Beginning during the Great Recession, the EEOC began to aggressively push for what has become known as “ban the box”—shorthand for prohibiting employers from asking about past criminal history before making a job offer.
Are you prepared to defend each decision not to hire someone? Be sure you can explain why the person you did pick was the most qualified applicant.
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