Hiring

Require bilingual skills? Document why

02/27/2013

Many organizations serve customers who speak languages other than English, and thus they require employees to have specific bilingual skills. If that describes your organization, make sure you can defend the language requirement. As one employer recently learned, that may mean having to disclose otherwise confidential information in court.

Engineering firm diversifies with immigrants

02/25/2013

Greeley and Hansen, a Chicago engineering firm, is actively hiring legal immigrants in an effort to create a new pipeline of hard-to-find qualified engineers and diversify its workforce.

Are there special California rules that dictate how we use employment applications?

02/20/2013

Q. Are we required to use an application for prospective applicants and if so, what information must we include? What information should we leave off our application?

How does California law affect hiring?

02/20/2013

Q. For the first time in a while, we need to hire new staff. What issues should we take into account during the recruiting process?

Reference checks: How to coax information from past employers

02/13/2013

Due to fear of lawsuits, many former employers are reluctant to assist you with employment references. If you are fortunate enough to be able to ask questions of an applicant’s former employer, don’t squander the opportunity. Use these tricks for getting valuable information.

Make sure application & interview questions don’t pry into health history

02/11/2013

Do your hiring managers know the law when it comes to asking medical or health-related questions during job interviews? Are your job applications toeing the legal line and complying with the ADA?

Emerging issue: Hiring bias against homeless

02/06/2013

Employers in three states—Connecticut, Illinois and Rhode Island—must comply with what may be the nation’s most unique employment-related laws. Each of those states has a “Homeless Bill of Rights” that bans employment discrimination against homeless people.

‘Protected’ Job Applicants

02/01/2013

HR Law 101: A “protected” applicant is a person with one or more of the characteristics defined by Title VII of the Civil Rights Act of 1964 (race, color, sex, national origin, religion), is age 40 or older or has a disability. If your hiring process tends to screen out certain classes of applicants, you could be libel for discrimination …

Forget about using temps to dodge Obamacare’s employer mandate

01/31/2013

Proposed IRS regulations would thwart attempts to convert a full-time employee to part-time status, and then “hire” the employee through a temp agency to complete a shift.

When interviewing, when is it OK to ask applicant about her sexual history?

01/29/2013

We all know that hiring managers are supposed to avoid personal or intrusive questions when interviewing job applicants. However, under some limited circumstances, getting answers to such questions may be relevant and necessary to the hiring process. Make sure hiring managers know the line before they step into any interview.