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Hiring an employee is one of the most crucial decisions that you will have to make as a business owner. Not only do you need to hire someone that you can trust with all of your business endeavors, but you will be spending a lot of time with this person too, so it is imperative that you can work well together. Since this process can be overwhelming and stressful, here are a few tips to keep in mind when hiring employees: … Continue Reading
By Jada Graves
In the series premiere of Downton Abbey, the character John Bates arrives at the series’s eponymous home walking with a cane, and is introduced as Lord Grantham’s new valet. The existing household staff express everything from confusion to awkwardness to dubiousness and even anger that someone with a physical disability could have been hired for such an esteemed position in a large aristocratic estate. At one point in the episode, Bates is temporarily dismissed when staff members manage to convince Lord Grantham that the valet is incapable of performing his duties properly. … Continue Reading
By Mary Wright
Most people view a job description as a list of duties that is hauled out of mothballs at the start of performance review season and used as a checklist for grading employee achievement against employer expectations. Granted, a job description can serve that purpose. Correctly drafted, however, a job description can be (as my son would say), “all that and a bag of chips.” It is useful at every stage of employee management, and particularly in hiring an employee. Indeed, I would go so far as to say, you can’t have a truly good hire without a good job description. … Continue Reading
[Editor's Note: What to ask and how to ask it are hot topics in the human resources and recruiting industries. The Business Management Daily says, "When judging the legality and validity of any question as it relates to disability issues, ask yourself: Does the question focus on disability, or does it focus on the ability to perform the job?" -- Mary Wright, Editor]
Consider the following questions a manager might ask during the interview process. Answer yes to the questions the U.S. Equal Employment Opportunity Commission (EEOC) lists as legal under the Americans with Disabilities Act (ADA); no to the ones that it deems unlawful. … Continue Reading
By Mary Wright and Deb Krier
The Employer’s Issue: “You can’t ask that.”
Fourteen states have passed legislation that “prohibits an employer from requesting or requiring an employee or applicant to disclose a user name or password for a personal social media account.” Employment lawyers and social media consultants have spent the last year hammering home the message, “You can’t ask that” in workshops, blogs, tweets and journal articles aimed at employers and human resource professionals. … Continue Reading
Over the past few months I have had some exchanges with small company executives and hiring managers which have opened my eyes to what I consider a relatively new wrinkle in the software development hiring world. I have been recruiting software engineers for 14 years, and I don’t recall another time where I’ve observed this at the same level. Here are two examples. … Continue Reading
By Leah Singer
Finding the right employees is a key component to running a successful business. Often you only get one chance to meet an individual after a resume is sent, and deciding on the perfect candidate comes down to 30 minutes or less. Making the most out of an interview can save you time and money, as well as bring a valuable new member to your team. Here are five tips to help you use your interview time wisely and make the best hiring decisions. … Continue Reading
Each of our workplace experts has weighed in on the following question from a reader to give you four points of view. Here’s the question, with our experts’ responses below:
I hire and manage a number of entry level nonprofit employees (permanent full-time staff as well as AmeriCorps members and college interns). When I hire these folks, it’s often pretty tough to identify the best candidates — so many of them don’t really know how to give me the information I need to evaluate their abilities. The best person I’ve ever hired in this kind of position had a resume so bad… well, let’s just say that I did a Google image search for “bad resume examples” and couldn’t find a resume as badly put together as hers. (Why did I hire her? We had an incredibly short turnaround time to make a decision – one week from posting the job to signing a contract — so I read every resume super carefully.)
Any advice on how to see the superstar-in-the-making when she’s hidden by the uninspiring cover letter, light-on-the-details resume, and jangly interview nerves that often come along with someone new on the professional scene? … Continue Reading
In addition to giving job-specific tests, the best way to tell if applicants carry the skills to perform specific tasks is to ask very direct questions about how they’ve used each skill in the past. … Continue Reading
Hello, my name is Mary Wright. I edit HR Gazette, a daily newspaper for HR Professionals and Employment Lawyers. I am a lawyer. Find out more about me at: My LinkedIn Bio. I have been practicing law for nearly 25 years and along the way I’ve met a lot of HR Professionals and Employment Lawyers. They are genuinely compassionate and intelligent people who struggle daily to make sure employers get a fair shake in the courtroom and the break room. This magazine is for them.
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By Maggie Glimp
http://bit.ly/Nktkc6