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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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Creating a more casual dress code and doing away with cubicles may help draw the attention of some younger job candidates. But real improvement in recruiting and retaining of Millennials must go deeper, focusing on helping people build trust and connection to their work.
Job applicants want to come to work for you, but you’re not making it easy. With competition for employees hotter than it’s been in years, applicants aren’t as patient with employers with outdated or slow hiring processes.
The percentage of employers planning to add full-time, part-time and temporary or contract workers by the end of the year is rising.
If you have employees in New York City, be aware of two new laws affecting your operations there. The first new law bars you from asking applicants about their prior compensation history. The second requires you to provide contract workers with a written agreement.
If you haven’t thought much about that stalwart of HR paperwork—the Employment Eligibility Verification, or I-9 form—this is the summer to scrutinize your compliance. That’s because the Trump administration has just released a new version of the I-9 that you’ll need to begin using by Sept. 18.
Job applicants want to come work for you, but you’re not making it easy. That’s one of the conclusions to be drawn from a new CareerBuilder.com survey addressing how the candidate experience could be improved.
Employment applications may seem innocuous, but they contain a number of minefields of which employers should be aware. In general, avoid asking applicants questions that elicit information that cannot be considered when making a hiring decision.
Nearly one-third of organizations increased their overall benefits in the last 12 months in an effort to stand out as employers of choice in today’s competitive recruiting environment.
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.
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