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For small business (or large), 11 steps to hiring right

Jeb Breithaupt, who owns a home building and remodeling company, says, “It takes me longer to hire someone for my staff than it does to design one of my custom homes. The philosophy behind my 11-step hiring process: Make the applicant work to get the job. Yes, that takes time. But my success rate is 90%. When I’ve failed to follow it, I’ve regretted it every time.”

Hiring looks different as economy improves


Good economic news means HR pros are spending more of their time recruiting, hiring and orienting new staff. But the process looks and feels a lot different than it used to.

Don’t expect to get away with paying undocumented workers less than law requires

In a case that shows courts are losing patience with employers that hire undocumented ­workers and then flout wage-and-hour laws, a federal court has zapped an em­­ployer almost $285,000 in unpaid wages and penalties, and another $150,000 to pay the former em­­ployees’ legal fees.

When interviewing, listen for pronouns

Low performers tend to use second- and third-person pronouns (you, your, he, she, it), while high performers tend to speak in the first person (I, we), according to research by consulting firm Leadership IQ.

Hiring: What’s hot (and not)?

Hiring managers are struggling to onboard enough social media developers and marketers, according to data compiled by Monster.com. Who’s not getting hired? Anyone connected with mortgage lending.

What if client makes a discriminatory request?

Q. We offer home health care services. Sometimes clients request a certain caregiver in respect to color, age, gender, etc. Is it legal to place an ad with a specific request from our client, such as “seeking Caucasian female between ages 40-50 to help care for adult female”? 

Put HR firewall between those who hire, handle complaints

Here’s why HR professionals who handle complaints and those who screen job applications shouldn’t share information with one another: It prevents needless lawsuits over failure to hire past employees or those who complained about hiring practices in the past.

Gather essential hiring records: Interviewers should take notes, HR should collect them

It’s impossible for everyone to remember exactly what happened during an interview held several years earlier. But that’s what an interview panel may be asked to do if a candidate sues. The best approach is to ask the panelists to take notes. Then you should collect all the panelists’ notes for potential future use.

Only interviewing a few candidates? Note why you skipped some applications


Unfortunately, some applicants don’t take rejection well. That’s why you need to document what you did with each application. Something as simple as the fact the applicant didn’t fill out the form completely may help you if you’re sued.

Creative candidates: 10 memorable stunts that worked … and 10 that didn’t

Every HR professional has seen their share of unique pitches from applicants. Here’s a collection of memorable ones that worked and didn’t, according to a CareerBuilder.com survey of 2,000 HR professionals and hiring managers.