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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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The maker of Clearasil, Lysol and Woolite doesn’t market to young adults just so they will use its household, health and personal-care products. Its new multi-country, multibillion-dollar campaign is designed to create awareness of its corporate brand so young people will want to work there.
Résumés with common names are more likely to receive callbacks than those with Russian and African-American names, according to a study in the Journal of Managerial Psychology. Evaluating candidates based on name could trigger claims of race bias or national-origin discrimination.
Friction often exists between HR and supervisors because those front-line bosses don’t fully understand your HR role … and they may hold certain stereotypes about your department. Advice: Set the stage for HR-management collaboration with an “HR for managers” meeting. Explain how key HR functions practically benefit managers and their departments.
Just because your organization is ready to hire again doesn’t mean it will be easy to find the right people to fill your available jobs. Here are four realities you’re almost certain to face as you try to fill the vacancies in your organization:
The EEOC received a record 99,922 charges in the 2010 fiscal year—the most the agency has received in its 45-year history. Given this sharp increase in charge activity, now is a good time to review your personnel policies and practices to make sure you’re taking appropriate steps to help prevent potential dis­crimination claims.
Fast-food mega-giant McDonald's wanted to hire 50,000 employees in April—so it hosted a national, one-day “event” at which franchise managers all over the country met and interviewed candidates. The massive onboarding will increase employment by 7% at the company and its 14,000 restaurants nationwide.
Effective July 12, 2011, Philadelphia employers with 10 or more employees will be limited in their ability to inquire about job applicants’ criminal records. Under the Fair Criminal Record Screening Standards Ordinance, employers must treat inquiries into criminal convictions much the same way they must treat inquiries into an applicant’s disability under the ADA.

Almost every employer understands that they can’t discriminate against employees on the basis of race. But race discrimination protections also apply even when employers contract out their work. Contractors who believe they have suffered bias can sue under the Equal Protection Clause of the U.S. Constitution.

John Muir Health agreed to settle bias charges brought by the EEOC, claim­ing the East Bay hospital system dis­­criminated against job applicants ­perceived to have latex allergies.

If applicants believe an employer discriminates, they may be reluctant to even apply for a job, thinking it’s inevitable they will be passed over. That doesn’t mean they’ll hesitate to go ahead and sue anyway. However, smart employers that let everyone know what jobs are open and how to apply will probably win those cases.

If your pool of qualified applicants is demographically significantly different than your hires, there may be trouble afoot. Don’t count on pre-­employment job tests to automatically create fair hiring. If a quick internal audit shows that particular departments or managers have considered but not hired members of a protected class, you may want to look at whether the testing is being handled properly.
Sometimes, managers have to act fast to fill a position. It’s reasonable to let someone take the job temporarily. If she does well, it's perfectly acceptable to use that performance as a reason to offer the job permanently.
The Hillsborough Area Regional Transit Authority (HART) will have a new chief executive after a 7-4 vote by county commissioners. Con­troversial transit CEO David Armijo has been dismissed after several employees complained about his actions.

Some work environments are more prone to sexual harassment than others. That shouldn’t keep you from hiring women for positions in a largely male workplace. The answer is to educate em­ployees about harassment and then punish anyone who violates your anti-harassment policy.

Mexican food is great, but is it art? A cook sued his former em­­ployer, a Mexican restaurant, for un­­paid overtime. The owners put forth a creative defense: that the cook was exempt from the FLSA overtime requirements because he was a “creative professional.”
Employers operate in an increasingly complex legal environment, made all the more difficult by the tough economy. Hiring has emerged as a particular trouble spot. Here are the key liability hot spots you must watch out for in the hiring process.
Good news for the beleaguered Rust Belt: Manufacturing output grew at a 9.1% rate in the first quarter of 2011, far outpacing the overall U.S. economic growth rate of 1.8%. In all, manufacturers have added more than 250,000 jobs since the beginning of 2010—the first sustained increase since 1997.
Q. Someone suggested that a good way to screen applicants is to require them to leave a recorded message explaining why they are qualified for the position. Is this legally OK?
Most employers are not considering canceling health benefits as a result of the year-old health care reform law, according to two recent surveys. The Affordable Care Act may be politically unpopular, but employers assume that it will be a business fact of life for the foreseeable future.

Dayton officials are poised to toss out 748 passing police-hiring exam scores and conduct oral interviews to improve minority hiring for the city’s police department. At first glance, the situation in Day­­ton seems to resemble the case in Ricci v. DeStefano, a 2009 U.S. Supreme Court case. There are important differences, however.

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