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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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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.
Crafting a short job ad is easy. Right? But a few poorly chosen words could spark a discrimination claim. For example, see if you can spot the problems in the following ad.
Using a group to make hiring or firing decisions can increase the probability that some illegal, discriminatory factor will influence the process.
Making sure you are meeting your obligations on job applications is never simple.
More employers are having applicants sit down with key employees whose opinions they trust. Here are the pros and cons.
Do you have more applicants who are at least minimally qualified than you can reasonably interview? Then split up the applicant pool before you begin those interviews.
With the economy on solid footing, an old problem has re-emerged: Employers increasingly say they can't find the right employees to fill vacancies.
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?
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