HR Law 101: USERRA requires employers to re-employ persons returning from duty in the uniformed services if they meet five cirtieria. Employers must provide to service members a notice of their rights, benefits and obligations …
You know this list by heart: the interview questions that must never, ever be asked. Others in your company could probably use a reminder. Seven questions never to ask:
Enterprise Holdings plans to hire 11,000 new employees over the next year, mostly to fill vacancies created by in-house promotions. The promote-from-within policy allows young employees to rise through the ranks quickly and makes the organization attractive to entry-level job-seekers.
Recruiters at investment advisory firm Andrew Garrett are hoping to attract women financial advisors by telling would-be candidates that “no workaholics need apply.”
HR Law 101: There are two important reasons you need to protect your company’s trade secrets: (1) You make it less likely that confidential information will be misappropriated. (2) It will be easier for you to seek relief in court if your secrets are stolen …
The state of Texas filed a federal suit against the EEOC, disputing guidance that discourages employers from instituting total bans on hiring convicted felons.
Q. We are currently interviewing for an event coordinator position, which would require the person to frequently work well beyond the usual 9-to-5 workweek. Is there a way we can ask about personal situations and make it clear that missing these events because of family obligations would not be tolerated?
One way to ensure “blind” hiring is to create an online application process that doesn’t ask for protected-class information. Then perform initial screening without actually interviewing candidates.
You may have heard that the EEOC is cracking down on employers that use criminal records in hiring. But that doesn’t mean you can’t ask in the hiring process.