Hiring

Delete the one word that kills at-will status

03/13/2016

Sometimes, a single word can undermine a whole handbook’s worth of attorney-approved policy and practice. Take “probation”—please!

Don’t scare away a good job candidate

03/08/2016

Here are the top mistakes hiring managers make that lead good job candidates to wonder whether they really want to work for you.

Good luck trying to entice boomerang applicants

03/08/2016

It’s the workplace equivalent of, “It wasn’t me, it was you.”

Hot benefit for millennials: Help paying student loans

03/04/2016

While healthcare and 401(k) programs remain the most important benefits to job seekers, according to new survey student loan reimbursement has emerged as one of today’s most in-demand benefits.

Running background checks? Tell applicants

03/02/2016

We all want to know we’re hiring the best candidates. That often requires running thorough background checks on applicants.

Blasé millennials require new approach to benefits

02/29/2016

Millennial workers are less knowledgeable—and less interested—in their workplace benefits than their older colleagues are, according to a new analysis by the Employee Benefit Research Institute.

Feel free to use subjective factors when hiring, but be prepared to explain your criteria

02/25/2016

Not every hiring decision has to be based strictly on objective qualifications. Some jobs require special talents that are inherently subjective.

Job growth: 10 cities that punch above their weight

02/25/2016

While the U.S. economy has enjoyed steady job growth in recent years, some cities are capturing a larger share of total job creation than others.

Follow 3 rules of pre-hire medical tests: Timing, privacy, job descriptions

02/24/2016

If you perform pre-employment medical tests on applicants, take your cues from the following case to avoid running afoul of the Americans with Disabilities Act.

Résumé-free hiring: Growing trend or fad?

02/23/2016

Many companies have put an end to collecting and reviewing résumés from job candidates. Instead, they are “blind hiring” candidates, and assessing their fit by having them complete tasks and projects.