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.
Interviewing and hiring the best "talent" for your organization is probably your most important task. And yet, time after time, there's that sinking feeling after just one day—bad choice.
Yesterday's Advisor covered VistaPrint's very successful employee referral program. Today we’ll look at program tips from The HR Red Book® and a sample policy.
Even with a 24-person recruiting team, VistaPrint is always looking for other sources to recruit top talent, so the company views each of its 900 employees—and each job applicant—as a talent scout.
Employers with the best of intentions can get tripped up by "stealth" violations of testing discrimination laws, says Fay Hansen, blogging on the Workforce Management website.