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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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Only a minority of surveyed employers admit to actually researching candidates online. Still, some do. Some research findings might help you decide whether social media should be a factor in your hiring.
While you might think of Facebook as a venue that works best for spreading viral videos and reading up on the latest celebrity foibles, it can be used as a very effective part of a broader recruiting strategy for your organization.
Former General Electric Chairman and CEO Jack Welch says that it is all right to trust your gut instincts when pursuing a business deal, but it’s not the best strategy for hiring quality talent.
Recruiting employees from outside your organization for both mission and culture fit is easier said than done. Oftentimes, you run a much better chance of recruiting from within your organization.

HR Law 101: Protecting yourself and your company from lawsuits starts the minute you decide to hire someone. Potential lawsuit land mines line your path. Federal laws provide a patchwork of legislation protecting workers and applicants from discrimination by employers ...

HR Law 101: In 2007, the EEOC introduced E-RACE, an initiative for “Eradicating Racism And Colorism from Employment.” The initiative’s goal: to eliminate recruiting and hiring practices that lead to discrimination by limiting an employer’s applicant pool. The EEOC noted that the makeup of an employer’s workforce is “highly dependent on how and where the employer looks for candidates.”

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.
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