Interviewing

Enough is enough: How many interviews are too many?

12/08/2015

Some employers schedule multiple interviews due mostly to tradition and habit, which can waste managers’ time, alienate top candidates and unnecessarily lengthen the hiring process. Use the following guidelines to create a strategy for conducting multiple interviews and determining how many are too many.

Are there any occasions when it would be appropriate to ask about applicant’s religion?

12/01/2015

Q. When, if ever, can our company legally ask an applicant about his or her religious affiliation?

Rethink asking applicants about salary history

08/25/2015

The federal Office of Personnel Management recently told all federal agencies not to rely on past salaries to determine how much to offer new hires. Why?

Panel interviews save time, improve hiring

08/11/2015

Shuffling candidates between one-on-one interviews with different managers is time consuming and can produce assessments that are vastly different or inaccurate. That’s why more businesses are including panel interviews as a tool in their hiring belts.

NYC to send out employment testers to spot hiring bias

07/13/2015

Under recently signed legislation, New York City will begin a year-long employment tester program in which paired job applicants with similar experience and qualifications will express interest in the same job. One will belong to a protected class and one will not.

Are employer’s verbal promises binding?

06/09/2015

Q. Can I rely on verbal promises made by my employer during my interview, or during my employment as forming part of my contract of employment?

How to avoid making legally binding promises when hiring

06/01/2015

Employee lawsuits can erupt when promises made in interviews aren’t kept or job offer letters inadvertently oversell the potential for monetary rewards. Here are four key questions to consider.

No such thing as ‘overqualified’: Don’t automatically reject skilled older applicant

05/29/2015

Older workers tend to have more overall experience and may seem overqualified for entry-level positions. Don’t reject those candidates, though. Doing so may set you up for a discrimination lawsuit.

Keep bias from creeping into hiring process

05/27/2015

It’s hard to discriminate against applicants based on characteristics like age and race if you don’t know they belong to a particular protected class. That’s why it’s important to have a “blind” hiring process.

Beware the hidden risks of hiring based on ‘chemistry’

05/25/2015

We’ve all thought it: “I just have a good feeling about this applicant.” Relying on subjective factors such as interview skills and personality is not the best way to pinpoint successful job candidates. Yet a Society for Human Resource Management poll found that most HR professionals say their final hiring decisions are at least 50% based on “chemistry” with the applicant.