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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 percentage of employers planning to add full-time, part-time and temporary or contract workers by the end of the year is rising.
If you have employees in New York City, be aware of two new laws affecting your operations there. The first new law bars you from asking applicants about their prior compensation history. The second requires you to provide contract workers with a written agreement.
If you haven’t thought much about that stalwart of HR paperwork—the Employment Eligibility Verification, or I-9 form—this is the summer to scrutinize your compliance. That’s because the Trump administration has just released a new version of the I-9 that you’ll need to begin using by Sept. 18.
Job applicants want to come work for you, but you’re not making it easy. That’s one of the conclusions to be drawn from a new CareerBuilder.com survey addressing how the candidate experience could be improved.

Employment applications may seem innocuous, but they contain a number of minefields of which employers should be aware. In general, avoid asking applicants questions that elicit information that cannot be considered when making a hiring decision.

Nearly one-third of organizations increased their overall benefits in the last 12 months in an effort to stand out as employers of choice in today’s competitive recruiting environment.
United States Citizenship and Immigration Services is advising employers to review all I-9 forms downloaded between Nov. 14–17, 2016, to ensure that employees’ Social Security numbers are correct.
United States Citizenship and Immigration Services is advising employers to review all I-9 forms downloaded between Nov. 14–17, 2016, to ensure that employees’ Social Security numbers are correct.
By now, managers and HR reps probably know to avoid writing anything on applications or résumés that could be interpreted as discriminatory based on race, sex, religion, age or disability. It’s also unwise to attach sticky notes that imply bias.
Seventy percent of employers use social media to screen candidates before hiring, according to a new survey by Harris Poll and CareerBuilder.com.
Whether or not the executive travel ban ever takes effect, foreign workers—particularly those from the banned countries, but also those from other Muslim countries—are feeling the impact. So are employers.

The National Ski Areas Association recently wrote to Secretary of Home-land Security John Kelly asking him to more than double the number of H-2B visas granted next winter, from 33,000 to 70,000.

Seeing less than desirable performance levels from your new employees? Your onboarding process—or the lack of one—may be to blame.
Q. We have searched in the U.S. for a worker to fit a very specialized position at our company to no avail. We are considering using the H-1B program next year. How does the “lottery” process work?
You may see more older workers seeking open positions in your organization. How you treat those applicants can mean the difference between winning or losing an age discrimination lawsuit.
Beginning during the Great Recession, the EEOC began to aggressively push for what has become known as “ban the box”—shorthand for prohibiting employers from asking about past criminal history before making a job offer.
Are you prepared to defend each decision not to hire someone? Be sure you can explain why the person you did pick was the most qualified applicant.
Starting in the fall, New York City employers will no longer be able to ask about a job applicant’s salary history before making a conditional employment offer.
The department is establishing the program under the Honoring Investments in Recruiting and Employing American Military Veterans Act—the HIRE Vets Act—which President Trump signed May 5.
Different seasons usher in different employment law risks. Employment law firm Fisher & Phillips offers this five-point to-do list to get ready for the coming summer months.
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