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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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You just welcomed a new employee to the team. Whoa! Don’t just walk away just because you did such stellar work on the hiring end.

Sometimes, a single word can undermine a whole handbook’s worth of attorney-approved policy and practice. Take “probation”—please!

It’s the workplace equivalent of, “It wasn’t me, it was you.”
While healthcare and 401(k) programs remain the most important benefits to job seekers, according to new survey student loan reimbursement has emerged as one of today’s most in-demand benefits.
Millennial workers are less knowledgeable—and less interested—in their workplace benefits than their older colleagues are, according to a new analysis by the Employee Benefit Research Institute.
Not every hiring decision has to be based strictly on objective qualifications. Some jobs require special talents that are inherently subjective.

While the U.S. economy has enjoyed steady job growth in recent years, some cities are capturing a larger share of total job creation than others.

Many companies have put an end to collecting and reviewing résumés from job candidates. Instead, they are “blind hiring” candidates, and assessing their fit by having them complete tasks and projects.
Minnesota led the 50 states on Gallup’s 2015 Job Creation Index with an average score of +38, based on workers’ reports of hiring activity at their place of employment.
The latest government statistics show that unemployment is falling as the economy recovers. It’s a trend that both helps and hurts employers.
Regardless of how you orient new employees, you should pair those workers with “buddies” on your team who can help new people find their feet. How do you know who to pair up with whom?
An impressive résumé and cover letter can help a candidate land a job interview. Bad body language and awkward mannerisms can ensure that there won’t be a second interview—or a job offer.
Are you among the companies willing to turn away from an applicant because of what they see on social media?
We all want to know we’re hiring the best candidates. That often requires running thorough background checks on applicants.
If you’ve been tasked with creating a job ad, collaborate with the hiring manager so you have all the information you need.
We asked seven leaders to discuss the out-of-the-ordinary things they ask job candidates, and why.
Management guru Peter Drucker found that the typical executive has a success rate of only 50% when hiring employees. To improve your hiring, treat it as an ongoing pursuit. Follow these guidelines.
Your job application might be a minefield of litigation risks! Example: If you reserve the right to fire workers who lie on the application, you better be sure that every question on it is absolutely clear.
What happens when applicants turn the tables on you during interviews? Are you (or the supervisors in your workplace) prepared? Here are 13 applicant questions to be prepared to answer:
Q. When, if ever, can our company legally ask an applicant about his or her religious affiliation?
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