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.
If you plan to hire nurses, software developers or marketing managers next year, prepare to up your advertising budget. Those positions top the hot jobs list compiled by employment research firm Economic Modeling Specialists Intl.
Contacting an applicant’s former employers is an essential step in the hiring process. Trouble is, most supervisors have been trained to provide only the bare minimum, such as dates of employment, job title and salary. Try for more than those bland generalities. Asking the following questions can get applicants’ former bosses to open up.
Here’s a tip that can help you streamline the hiring process if you reasonably believe you will have a large number of applicants. Instead of listing preferred qualifications, include a longer list of required ones. That way, you should be able to whittle down the applicant list to those candidates closest to your ideal candidates.
Don’t allow hiring managers to quickly sort résumés from disabled applicants into the “No” pile. It’s an increasingly popular practice, a new study shows, but decidedly unlawful.
The Target retail chain has agreed to stop using three pre-employment assessments that the EEOC claimed were discriminatory.
After the NLRB’s recent decision regarding its new, broader standard for “joint employer” status, it’s time to brush up on the consequences of the joint employer doctrine when engaging third-party contractors.
Employee groups have recently raised questions about a new employer tactic to gather names and contact information for potential job prospects.
Check out this cartoon depicting a world that a hiring manager can sometimes feel trapped in—off the record, of course ...
Here are some innocent-sounding blurbs that were pulled from some actual ads—but what are they really saying?
According to a recent survey conducted by the Society for Human Resource Management, 65% of employers have hired an employee who was sourced through such sites as LinkedIn and Facebook.
If you actually want to learn about job candidates, avoid these questions.
Language can be a big factor in who you attract to your company, and job postings can skew toward male stereotypes, reports Emily Peck for The Huffington Post. There are several words and phrases that can hint at an unconscious bias in an organization.
Here are three things to look for when you want to hire people who know how to manage their time.
Firing a difficult employee is hard. Luckily, there are ways you can spot problem people in the interview process, writes consultant April Starcadder. Here are some important signs to watch out for.
As one leader put it, “The key to my success is hiring people far better than I am.” The intent is spot on. But the truth is, most people don’t know how to identify and hire the better people they need.
Every spring, CareerBuilder surveys hiring managers about the state of the résumés they receive and also asks them to forward the best résumé blunders they have seen. Here we go ...
Here are four benefits you get if you write detailed job descriptions for each position on your team.
The federal Office of Personnel Management recently told all federal agencies not to rely on past salaries to determine how much to offer new hires. Why?
Psychologically, most of us tend to favor hiring promising outsiders over people we know well. That’s because when we know very little about someone, we might envision a rosy future in which the candidate proves a superstar ...
Do you use software for hiring employees that shares candidates’ basic information with other employer-subscribers? If that software also allows you to mark candidates or former employees as not eligible for hire, be aware that doing so may subject you to defamation claims. That’s what one major bank just learned.