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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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When it comes to documenting em­­ployment actions, what you do write can be just as damning as what you don’t write. Advice: Refrain from scribbling margin notes on employment applications, résumés or tests.
To boost its hiring of military veterans, Hertz has launched a website devoted to recruiting them and their spouses. Hertz participates in the White House job-creating coalition known as “Joining Forces,” and has pledged to hire hundreds of returning veterans over the next few years.

Pre-employment tests can help pinpoint ideal candidates for hiring. But they can also spark employee discrimination lawsuits if employers don't follow employment law guidelines laid down by state regulations and federal laws, including the ADA.

The U.S. Department of Labor has filed two lawsuits against contractors providing workers to South Florida farms, following investigations into migrant laborers’ working conditions.
Not every hiring preference is evidence of discrimination. You can limit the number of applicants by setting parameters—such as considering current employees first.
Protect your company by tracking when you received each completed job application. You can easily justify a cut-off point, based on the order in which you received complete applications.

Q. We want to bring on a worker to help finish up a contract that we have with a customer. The contract and work will end in a few months. To ease in setting this up and to avoid any long-term commitment, I’d like to hire the individual as a contractor and not an employee. Can I do this?

Here’s a reminder to pass on to everyone involved in the hiring or promotion process: You’re running a huge risk if you deviate from the job announcement’s minimum and preferred qualifications.
Media reports speculating that a handful of employers asked employees for their social-media passwords has led Congress to consider legislation that would make it illegal for employers to request employees’ (or applicants’) passwords.
FedEx Ground has agreed to pay $3 million to resolve allegations by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) that the company’s hiring practices were discriminatory.
Realizing that no amount of interviewing or psychological tests can substitute for seeing an applicant perform the task at hand, more employers these days are asking candidates to do serious work to get a serious job offer, according to a Harvard Business Review article.
Standard practice is to toss an applicant’s résumé into the “no” pile if they are too qualified for the position. Why waste your time on someone who is going to want too much money or will leave as soon as something better comes along? There are plenty of reasons why—and why your assumptions about them may be wrong.

Shuffling candidates between one-on-one interviews with different managers is time consuming and can produce assessments that are vastly different or inaccurate. That’s why more businesses are including panel interviews as a tool in their hiring belts.

A free report from the Society for Human Resource Management details the steps employers should take to effectively source, recruit and retain military veterans in civilian workplaces.
Figuring out if applicants have the technical skills to perform a job is relatively easy. What’s more difficult is finding out whether a person has the personal characteristics to become successful and be someone co-workers wouldn’t go nuts working alongside.

Do you ask applicants when they graduated from high school or college or otherwise finished their education? That seemingly innocuous question could trigger an age discrimination lawsuit if an applicant’s graduation year makes it clear he’s 40 or older and you wound up hiring someone younger.

That infamous I-9 employment verification form you must complete for each new employee may be going through some changes soon. The USCIS recently published a draft of revisions to the I-9 form and requested public comment on the proposed changes.
A study by economists in Buenos Aires found that when a photo accompanies a job application (as is common in Argentina), attractive applicants of both genders get called in for interviews more often.

Your risk of running afoul of the child labor laws has increased, and penalties can be harsh. A recent government study found a surprisingly high percentage of teen employees working longer hours than federal law allows, and also in jobs deemed too dangerous by law. Now, federal and state safety investigators are more interested than ever in child labor compliance.

Erroneous assumptions about overqualified candidates may cause you to miss out on a great employee and lead to a discrimination claim, so it's important to change your mindset. Here are three myths concerning "overqualified" job candidates:
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