Yesterday, we brought you the top 5 interviewing approaches we don’t recommend you emulate. Today, the rest of the list — and an introduction to a can’t-miss webinar on the true costs of a bad hire.
6. The Marrying Kind
I like to hire young men for this type of job, but I make sure that they are married – married guys tend to stay longer.
This attitude is triple whammy – age discrimination, sex discrimination, and marital status discrimination. See you at the courthouse.
7. Keep It Simple
We hire all our college grads from one college – it seems to produce just the type of young person we need.
This approach may be convenient, but it is probably discriminatory, especially if the school doesn’t have a balanced student body.
The real costs of a bad hire — webinar coming Nov. 30
8. Family Plans
You have to ask female candidates about pregnancy plans – what if you hire someone and then she goes out on maternity leave a few months later?
Avoid any questions about family planning, pregnancy and child care. Stay focused on job requirements.
9. We Please Our Clientele
We hire sales associates who mirror our clientele – young, white, prosperous.
This will certainly be judged as discriminatory. Customer preference is not an acceptable criterion for selecting employees.
Bad Hires: Why Recruiting Errors Are So Costly — and How to Avoid Them
Nobody ever sets out to make a bad hire, but it happens all the time. It’s one of the most expensive mistakes you can make as an HR professional.
A recent study by Right Management found that a bad hire can cost an organization anywhere from one to five times the employee’s annual salary. Not to mention the hassle, disruption, and lost productivity involved in working around a poor fit — or filling the gap when that person eventually leaves.
Additionally, poor hires often turn into disgruntled former employees — who then turn into plaintiffs in wrongful termination lawsuits against you. It’s an ugly cycle.
The good news about poor hires is that you can largely avoid making them in the first place. Join us on November 30 for an in-depth webinar, specifically for California employers. You’ll learn:
- How to ask tough questions that don’t open you up to discrimination claims, and deflect sensitive topics candidates may bring up
- The types of job-skills test that are acceptable under state and federal law — and which ones could land you in legal hot water
- The proof you’ll need to attack the essential elements of a failure-to-hire claim
- Best practices for preparing job descriptions, listings, and ads that accurately define the skills and qualifications needed for each opening – without violating anti-bias laws
- Why you should stop accepting unsolicited resumes for future openings
- How to deal with the latest legal news about non-compete agreements and other restrictive covenants
- How to draft the perfect offer letter — and avoid the biggest mistakes many employers make at this stage
- How to review your application forms, online job postings, and other recruiting materials for red flags that could spell legal trouble
- The most common errors employers make in the first days and weeks with new hires (from burying them in manuals and paperwork to bringing them onboard when their frontline managers are off duty or on vacation)
This webinar is exclusively available to our CEA Online subscribers. If you’re already a CEA Online subscriber and would like to attend this webinar free of charge, please click here to register.
If you’re not already a CEA Online member, you can sign up for a full year of membership — including 12 subscriber-only webinars like this one every year — for just a little bit more than what it costs to attend a single webinar. For a rundown of all the benefits of CEA Online membership, including our 100% satisfaction guarantee, click here.
Download your free copy of Questions To Ask in an Interview: Interview Questions for Employers today!