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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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HR Law 101: Most organizations ask candidates to fill out a job application. Make sure that yours meets federal, state and local requirements. Don’t ask for information that could be considered discriminatory ...

HR Law 101: Two laws govern U.S. immigration policy: the Immigration and Nationality Act of 1952 and the Immigration Reform and Control Act (IRCA) of 1986, which was amended in 1990. For each new employee hired, U.S. employers must complete a Form I-9, Employment Eligibility Verification. The I-9 establishes the employee’s identity and legal work status.

Denver Public Schools fills hard-to-staff teaching positions in high-needs elementary schools by hiring college grads who didn’t major in education and then training them on the job. The highly selective Denver Teacher Residency program offers would-be teachers an alternative route into a teaching.

Q. We’re expanding our marketing efforts over the next few months. Because we don’t have much time to go through a rigorous recruitment effort, we are considering hiring a number of people on a contractor basis. If they work out, we’ll then consider hiring them as employees. Can we do that?
Starting March 24, employers that have contracts with the federal government face new rules for managing workers who are disabled or military veterans.
Legislation that would make it illegal to discriminate against job applicants who are unemployed has been introduced in the House and Senate.

HR Law 101: Much of the information employers avoid asking for on a job application becomes apparent when hiring managers meet someone face-to-face (such as race, age, physical disability and national origin). So, you must take extra care not to ask questions or make comments that an applicant might construe as discriminatory ...

Giving details of very specific situations forces applicants to paint an accurate picture of their teamwork skills. Ask them questions like these:
If hiring is one of your responsibilities, avoid making this costly interview mistake: too much talking.
You wouldn’t buy a new car without a test drive. So why should you invest time and money in hiring an untested job candidate?
With the hiring of two minority women in December, the employee population of Deerfield Beach, Fla.-based Reagan Wireless is 90% minority.
One way to ensure “blind” hiring is to create an online application process that doesn’t ask for protected-class information. Then perform initial screening without actually interviewing candidates.
Q. We are currently interviewing for an event coordinator position, which would require the person to frequently work well beyond the usual 9-to-5 workweek. Is there a way we can ask about personal situations and make it clear that missing these events because of family obligations would not be tolerated?
Can you predict how a potential job candidate will behave as an em­­ployee by the color of his or her clothes? CareerBuilder recently surveyed employers to get their opinions on what they see in the tones of the threads.
According to CareerBuilder.com’s 2014 U.S. Job Forecast, hiring managers plan to recruit full-time, permanent employees for these positions: sales (30%), information technology (29%), customer service (25%), production (24%) ...
Employers are more likely to add permanent staff this year than to reduce staffing. But more than half plan to stand pat.
“Do you have any health problems?” That was one question a Con­­nec­­ti­­cut grocery store asked on its job applications. Such questions are disability-related and violate the Americans with Dis­­abilities Act.
Everyone who comes in contact with prospective job candidates, from receptionists to hiring managers, must think of themselves as salespeople at times. Here are tips to help achieve that goal.
Take this quiz to see how your hiring skills measure up when it comes to handling pre- and post-interview problems associated with résumés and references.

HR Law 101: An employer needn't hire a disabled person if he or she lacks the requisite skills, experience and education for the job in question. But if the deciding factor is the disability, you must prove that the condition interferes with what the ADA terms the "essential functions" of the job ...

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