Hiring — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 30
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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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New EEOC guidance makes it clear: Employers better be able to prove they have a good business reason for running criminal background checks on job applicants. That means it's time for you to review your job applications and hiring policies—and start training hiring managers on what's certain to be a major EEOC enforcement effort.

The number of ways in which to craft job descriptions are as varied as the positions for which they’re written. There are, however, a series of universal steps every employer can take to write a solid job description.

Q. We are aware of the increasing number of veterans who are returning to the workforce and applying for positions. We are interested in hiring veterans and would like to know if there are any incentives for hiring them.
A handful of high-profile legal disputes are shining a bright light on an often-ignored issue: Should employers be required to pay interns at least the minimum wage?
When it comes to promotions, courts want employers to be honest and fair. Otherwise, they won’t interfere—unless the employer has no records to back up its promotion decisions or show how its decision-making process worked.
Q. An employee we hired a couple weeks ago just told us that he is Muslim and can’t work on Fridays. During the interview, he was asked whether anything would prohibit his working a proposed schedule that specifically included Fridays. He said no, in writing. Can we let this guy go?
Employers that don’t post internal promotion opportunities are risking unnecessary lawsuits. The fact is, when jobs aren’t posted, employees can sue over the lost opportunity to apply.

When employers choose the youngest candidate for a job, older candidates may suspect age bias played a role. That could mean a lawsuit is looming. If a disappointed applicant sues, it won’t help the employer that the overall candidate pool included many older applicants. What matters is who was selected.

Employers that compile promotion lists based on test results should tell employees that the lists will be updated periodically.

Tempted to ask applicants about their past medical history, disabilities or other private information related to potential disabilities? Don’t do so before you make a job offer.

Here’s an easy fix for a potentially big problem: Post all promotion openings. If you do, only employees who actually apply can take you to court. That can save thousands in legal fees and lost productivity. It also signals to employees that you value them and encourage equal opportunity.
Q. A new hire is refusing to provide his Social Secur­­ity number because he does not want taxes withheld from his paycheck. He argues that since he is Native American, the U.S. government is not entitled to tax him. Is he required to provide this information? Can we withdraw our employment offer if he continues to refuse?

As part of its diversity effort, AT&T has beefed up its efforts to include Hispanic employees at all levels of its business. Its program includes building a diverse workforce—Hispanics account for 12% of AT&T employees.

Once Plante Moran recruits a talented new hire, it keeps recruiting the same person throughout the employee’s tenure with the firm. One of the country’s largest certified public accounting and business advisory firms, Plante Moran boasts a turnover rate of less than 13%, among the lowest in the industry.
Managers aren’t only responsible for an organization’s fiscal assets, they’re also responsible for its human assets. According to a recent Adecco report, here are 13 simple ideas you can implement today to become a more effective manager: 1. Recognize a job well-done Everyone likes to know when they’ve done something well. Make your employees feel […]
Q. We’ve concluded that a small group of our employees don’t appreciate their jobs. We’d like to post their jobs and replace employees who won’t take a pay cut with unemployed people who will work for a lower wage. Is this a problem?
Last year, New Jersey became the first state to make it illegal for employers to refuse to hire applicants just because they’re unemployed. And Presi­­dent Obama’s jobs bill would make it an un­­lawful. Outlook: Look for more states to pass such laws, but it won’t get through Congress this year.
Pepsi Beverages will pay $3.1 million to resolve EEOC charges that it discriminated against minorities when it refused to hire applicants with arrest records.
Here’s a reminder for government hiring managers: While ordinarily, such supervisors have qualified immunity, that’s not the case if the decision not to hire is based on an applicant’s political beliefs.
A San Diego restaurant and catering company’s nine-year history of hiring undocumented workers came to an end in late 2011 when the owner pleaded guilty to federal charges.
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