Most people look at the WOW factor when evaluating an organization’s career website, says Gerry Crispin, but that's not the point. "Say you see a site filled with impressive technological tricks. That's cool," says Crispin, "but does it work?"
Yesterday's Advisor covered Kurt Ronn's tips for identifying potential discrimination in process. Today we'll see his tips for evaluating execution and take a look at an audit program you can use to find such problems before the feds do.
The economy is creating chaos, and the rapid changes in workplace laws don't help—Ledbetter Fair Pay Act, changes in FMLA and COBRA, 1-9's, E-Verify, ADAAA—the list goes on and on. Where should you be focusing?
HR time is precious. You don't want to waste it reviewing résumés of unqualified candidates. You need a system to keep all those unqualified candidates' credentials off your desk and off your computer desktop as well.
Yesterday's Advisor focused on correct interview questions. Today, attorneys Sandra Rappaport and Mike Moye tackle more interview challenges, and introduce the key role of job descriptions.
It's no secret that it is hard to find work in today's economy. As a result, rejected candidates are more likely to put up a fight—and file lawsuits—says attorney Sandra Rappaport. So it's more important than ever for interviewers to do everything right.
"I want someone from the top of the class at a top business school, who has advanced rapidly at a fast-growing, respected firm (but I want to pay an entry-level salary)." That's pie-in-the-sky recruiting—spinning your wheels with no results.
"I want that job filled yesterday!" It's every hiring manager's mantra, but it can't be yours. HR has to step back and approach hiring carefully. There's too much at stake—from bad hires to damaging lawsuits—to rush ahead blindly.
Hiring even one new employee invokes no fewer than seven federal laws and probably a few state laws as well, says attorney Stephen R. Woods. How does an employer navigate this legal minefield? Woods offers five easy rules.
Yesterday's Advisor covered two deadly sins of interviewers. Today, we’ll talk about a third sin—failing to drill down to the unvarnished truth—and a tip about a product specially designed for the small HR department.