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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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Federal law requires employers to verify that employees are eligible to work in the United States. It’s unlawful to knowingly hire anyone without authorization. But what happens if an employee’s ineligibility is only discovered in the course of investigating a workers’ compensation claim?
With the sending of résumés as easy as a click of a button, job seekers today are pulling out all the stops to make themselves stand out. Sometimes that includes embellishing their résumés.
The Department of Justice has extracted the largest-ever penalty from a company accused of employing ineligible workers. Asplundh Tree Service has paid $95 million for turning a blind eye to the hiring of individuals that executives knew lacked proper documentation.
For an applicant to sue under Title VII, she can’t merely allege that she suffered because of having a criminal record.
One of the best ways to tell if applicants have the skills to perform specific tasks is to directly ask how they’ve used those skills in the past. These sample questions can help hiring managers spot 10 important “soft” skills:
As part of President Trump’s “extreme vetting” directives, potential legal immigrant workers will now be required to undergo in-person interviews with the U.S. Citizenship and Immigration Services.
Q. I would like to ensure that all of the individuals working for us do not engage in morally questionable behavior. Since many people show their true selves on social media, not at work, can I check the social media profiles of applicants and employees?
Q. The recruiting manager of our company is interviewing a deaf applicant for an open position. What should she keep in mind during the interview?
If your organization has created standardized, objective processes for hiring or promotion, make sure you deviate from them as little as possible. Doing so without a good, contemporaneous explanation may result in expensive litigation.
What’s the truth about lying on résumés? Almost half of workers (46%) polled by staffing firm OfficeTeam said they know someone who included false information on a résumé, a 25-point jump from a 2011 survey.
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