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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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Conducting job interviews is one of the most legally dangerous tasks performed by managers. That's why every question should relate to this central theme: "How are you qualified to perform the job you are applying for?”
If you operate in a jurisdiction that has "banned the box," it is time to revamp your hiring process to ensure that applicants are not asked about criminal history until offered a job.
Some companies in notoriously high-pressure industries are making what seems like counterintuitive hiring moves: To improve productivity, they’re seeking employees who they know are willing to stop and smell the roses.
If the new employee is better than half of the existing staff, your organization has just gotten better. If not, unfortunately, your organization just got worse.
If you’re like most employers, you carefully consider applicants for open positions and document exactly why you chose the candidate you considered the best one to fill the job.
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.
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