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.
Recruiters at investment advisory firm Andrew Garrett are hoping to attract women financial advisors by telling would-be candidates that “no workaholics need apply.”
Here’s where HR pros say they attract the best job applicants, according to an HRSpecialist.com poll:
The career site Glassdoor.com does more than list available jobs. It also lets job-seekers submit questions they have been asked during hiring interviews. Behold 10 of the weirdest questions posed in 2013:
Q. We advertised for a front-desk receptionist opening and got 44 applications. Three were from men, all qualified. We’ve always had a female in that job and would like to keep it that way. We plan to interview five finalists. Must we include one of the men to avoid sex discrimination charges?
Online employment advertising rose 4.2% in September, the largest month-to-month increase since December 2012, according to the Conference Board. The group considers online recruiting a leading economic indicator.
There’s no shortcut for completing the Employment Eligibility Verification (I-9) form for each new hire, as a Washington state company learned recently.
Unfortunately, some applicants don’t take rejection well. That’s why you need to document what you did with each application. Something as simple as the fact the applicant didn’t fill out the form completely may help you if you’re sued.
Here’s why HR professionals who handle complaints and those who screen job applications shouldn’t share information with one another: It prevents needless lawsuits over failure to hire past employees or those who complained about hiring practices in the past.
Now that the federal government shutdown has ended, ICE inspectors are back on the job—and they’re looking for employers that don’t properly document their employees’ eligibility to work in the United States.
The E-Verify electronic employment eligibility verification system is back online after service was suspended during the federal government shutdown. However, the timing of the shutdown may have caused delays for some employers that submitted E-Verify data in late September.
It’s impossible for everyone to remember exactly what happened during an interview held several years earlier. But that’s what an interview panel may be asked to do if a candidate sues. The best approach is to ask the panelists to take notes. Then you should collect all the panelists’ notes for potential future use.
Rep. George Miller, the ranking Democrat on the House Committee on Education and the Workforce, has introduced H.R. 2721, the Pathways Back to Work Act. The bill would help low-income, unemployed workers find jobs or train for new ones.
Discrimination can creep into hiring decisions—possibly without the decision-maker even realizing it. Here are four tips to help managers maintain objectivity.
As a recruiting tool, more employers have begun including a sentence or two about the typical career path of the job at the end of each job listing. A majority of employees say they’d likely stay with an organization if they saw the prospect of job advancement or promotion.
If you are like most hiring managers, it’s the typos in the job-seekers’ résumés that are the No.1 cause for you to automatically dismiss a candidate. Here are the rest of the résumé wreckers:
As hiring heats up, more service-sector firms are ramping up employee referral programs, which reward workers for encouraging qualified external candidates to apply for jobs.
If a prehire drug test is inconclusive, you may want to offer the applicant a second chance to take the test.
What if you get a hiring decision wrong, choosing someone from one protected category over another slightly better-qualified minority applicant? Fortunately, that misstep won’t open the door for hordes of minority applicants to sue. Only the slightly better-qualified applicant will have a claim.
While supervisors may use the term “overqualified” when discussing potential job candidates, be aware that it’s a legally explosive term. Rejected applicants could view “overqualified” as an age-related code word.
Q. We recently started to provide unpaid internship opportunities to local college students... The interns are not subject to the same process as other permanent or temporary employees in terms of background checks and workers’ compensation insurance. Now we’re looking at how best to structure this relationship to address issues such as what happens if an intern is hurt at a client facility. How should we approach this?