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1/30/2012
No, we’re not asking you to step back into the classroom -- you can put down your pens, text books and notepads! Instead, take a few moments to test your knowledge of how to verify the employment eligibility of new hires with the Form I-9. Your awareness of the proper verification procedures can keep you in compliance and protect you from a potentially costly I-9 audit by the Department of Homeland Security (DHS).
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1/10/2012
Although most of us look forward to catching our breath and getting back to normal after the action-packed holiday season, the stretch of long, quiet days in late winter can be a bit of a drag. You might not be looking at another paid holiday until Memorial Day, and the excitement of the holidays are all but a distant memory.
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12/7/2011
Everyone likes to be recognized and rewarded for a job well done, and your employees are no exception. At a time when staffing is lean and the demands on employees great, employee of the month programs are ideal for acknowledging your top performers and making them feel appreciated. Plus, studies show that smaller, more frequent awards have a greater impact on morale than large, once-a-year perks, like an annual bonus. That’s an added advantage when budgets are tight.
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10/5/2011
Ah, Halloween. When we’re kids, we can’t wait to dress up as our favorite action hero or fairytale princess, parade through the neighborhood and collect scads of candy. And although we’re adults now, we’re still kids at heart, looking to capture a bit of that Halloween magic. Perhaps that’s why Halloween is the third most celebrated holiday after Christmas and New Year’s Eve.
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9/7/2011
Due to technical issues, qualifying employers now have until November 30, 2011, to file VETS-100/100A reports. Normally, the reporting cycle begins on August 1 and ends September 30 but because of technical problems, this timeframe has been extended. The Department of Labor’s Veterans’ Employment and Training Service (VETS) is working through the glitches and expects the electronic filing system to go online October 1.
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9/7/2011
While some employees are able to keep a cool head when tensions mount, others are cracking under the pressure and taking it out on their coworkers. As a result, “workplace incivility” is on the rise, according to researchers at a recent American Psychological Association conference. And what, exactly, is “workplace incivility”? Basically, it’s disrespectful behavior in the form of rudeness, insults and generally crummy manners.
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9/7/2011
As anticipated, the National Labor Relations Board (NLRB) issued a final rule requiring most private-sector employees to notify employees of their rights under the National Labor Relations Act (NLRA) by posting a notice.
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2/26/2010
Verifying an employee’s eligibility to work in the U.S. can seem complicated and with U.S. Immigration and Customs Enforcement (ICE) increasing the frequency of audits of employer recordkeeping practices it is more important than ever to be sure you are in compliance. We speak with employment law attorney Lillian Mojica about the recordkeeping guidelines, the increased number of audits and tips for ensuring that employment verification has been completed properly.
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2/13/2009
Businesses now have more time to ensure their organization is in compliance with the new Form I-9 and that their employees are trained on the new changes to the Employment Eligibility Verification process.
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2/2/2009
A new I-9 Form was scheduled to take effect February 2, 2009, but in a surprise move, the Department of Homeland Security retracted the mandatory changes late on Friday, pending further comment and review. Businesses that had discarded the previous I-9s must now resume using them until April 3, 2009.
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11/24/2008
As recent and soon to be retirees watch their 401(k)s shrink in the current economy, more older workers are delaying retirement or choosing to return to the workforce. While hiring retirees may be challenging at times, the qualities they bring with them are worth it.
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9/8/2008
At their best, performance appraisals can put your organization on solid legal ground, provide current feedback to employees and set clearly defined objectives for the future.
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9/8/2008
The weak economy finally leaves you no choice: You must lay off some people and distribute their duties among the rest. How can you integrate these positions effectively? Try these suggestions
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9/5/2008
Offering job flexibility is especially useful in employee retention. Many companies overlook or resist offering telecommuting jobs, though a great way to attract new and retain employees.
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8/26/2008
How can managers best gather information for performance reviews? Some HR trainers recommend that they keep a diary. Should you, an HR manager, pitch the practice to those in your company?
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8/25/2008
The Americans with Disabilities Act prohibits any such questions or medical exams at the interviewing stage. “The ADA,” says attorney Richard D. Tuschman, “protects employees’ privacy concerns and [is] very specific in [its] requirements. Failure to compl
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8/22/2008
This article will help you understand just what an independent contractor is—and how to avoid the tax penalties that can come as a result of misclassifying those who perform work for you.
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8/22/2008
A company’s character can be judged by the faces it shows to the public. Fairly or not, customers form lasting impressions from how your front-line people speak, look, and act.
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8/21/2008
Salary surveys. Surveys are among the most reliable ways to come up with or compare salaries. Your challenge: to get hold of a current survey that reflects your industry, the occupation(s) you’re trying to benchmark, and locale.
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8/20/2008
Perhaps the best approachto finding promotable people is by using input from department managers and supervisors, is to examine job knowledge and other factors that are general predictors of success at higher levels.
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8/20/2008
The following smart hiring practices cost little to nothing but can significantly improve your chances of making a solid hire
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8/20/2008
Cut HR costs by 10 percent across the board. Start by examining these areas
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8/20/2008
Deciding which work to outsource raises some universal questions both for HR managers and for those in other departments with jobs that could be subcontracted
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8/20/2008
On Friday, February 22, 2007, Attorney General Michael B. Mukasey approved higher civil fines against employers who violate federal immigration laws. Also approved by Secretary of Homeland Security Michael Chertoff, the new rule will increase fines by as
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8/20/2008
The ADA (Americans with Disabilities Act) concerns itself with unfair discrimination only, but does not require you to hire, or keep on the payroll, people unable to perform the job
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8/20/2008
The Department of Homeland Security (DHS) has recently announced that a new Form I-9 will be released in the near future. This revision of the form includes changes that better reflect current employment eligibility verification requirements.
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8/20/2008
Word-of-mouth recruiting can result in a superior workforce. Pay your workers to bring in qualified candidates for open jobs
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8/20/2008
If you employ teens, you must follow specific rules regarding the hours and types of jobs they can work. If you don’t, the legal repercussions can be significant.
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8/20/2008
Whether taking part in annual training or answering a call to active duty, reservists are entitled to job-protected leave and a right to return to work by the Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA)
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8/20/2008
A performance log is a useful focal point for sitting down and talking with employees on a regular basis. A log is simply a place to write down things you observe or hear about an employee, both good and bad, at the time you observe or hear them.
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8/20/2008
There are several lessons to be learned from the predicament this employers’ supervisors have placed it in. For future reference, this employer should conduct training with its supervisors on drafting performance reviews
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8/20/2008
Many employers and employees dread the evaluation process. But they shouldn’t have to. The important thing is to consider an evaluation as a year-round procedure instead of a one-time annual event. It’s a very efficient way to document both outstanding ef
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8/20/2008
What you need to know to determine which of your current and/or future employees should take integrity tests and how you can stay out of legal hot water when administering them
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8/20/2008
Before you start interviewing people for a job, take stock of yourself. Your attitude and demeanor will go a long way toward determining whether you get enough good information to make a hiring decision
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8/19/2008
Few managers look forward to the difficult task of conducting performance appraisals. An evaluation may be seen as a necessary evil, as awkward to give as it is to receive.
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8/19/2008
Identifying employees who need more training is a perpetual challenge however, and these tips can make the job easier
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8/19/2008
Most managers will face this situation eventually: An employee’s performance after a promotion simply hasn’t measured up—despite counseling, coaching, and patience. Emphasize that the demotion is an attempt to salvage the employee’s career
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8/19/2008
Today, the prospect of disciplining employees in the workplace fills even the most seasoned managers with dread.By following the right steps bosses can take and keep control in all disciplinary situations
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8/19/2008
Following is the list of factors the Internal Revenue Service takes into account when assessing whether an employer has properly classified a worker as an independent contractor
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7/30/2007
Appraisals can be a valuable way to improve your organizational results, but make sure your policies are consistant for all employees especially when it comes to pay and promotion
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7/30/2007
The Americans with Disabilities Act (ADA) permits physical examinations under fairly limited circumstances. A physical examination may not be used to pre-screen applicants for employment.
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7/30/2007
Is it legal to temporarily increase an employee's pay and then reduce it later
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7/30/2007
An exempt employee must receive his or her full salary for any workweek in which he or she performs any work without regard to the number of days or hours worked
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6/8/2007
Today, more and more companies are letting employees work when and where they want — with positive results. Employees appreciate the flexibility and sense of control, and companies benefit from greater productivity, improved morale and reduced turnover
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3/29/2007
To help combat rising healthcare costs, companies are doing more than sharing the financial burden with their employees; many are also encouraging workers to eat better and exercise more.
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3/7/2007
Yet many companies don’t pay much attention to diversity. Those without diversity programs polled by the Times, in fact, said they were too small to have one or simply didn’t see the need.
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3/7/2007
The sad fact is that conducting thorough background checks and screening procedures are more crucial now than ever.
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3/7/2007
One undervalued weapon in keeping troublemakers from getting into the organization is the lowly employment application.
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3/7/2007
Reliance on traditional evaluation tools such as resumes and first interviews alone often fall short in predicting job performance, even for the most experienced hiring managers.
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3/7/2007
The state of Tennessee estimates that 38 to 50 percent of all workers’ comp claims are connected to substance abuse in the workplace
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3/7/2007
When reference checking, many references are full of praise, leaving out potentially damaging information. But beware, what they don't say can be a lot more revealing.
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3/7/2007
Before you start putting up suggestion boxes, answer the questions, “why, who, what, and how?”
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3/7/2007
USERRA, which covers virtually all U.S. employers, is as much or more about the reservists’ return to work as it is about their departure
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3/7/2007
Anytime an employee can disadvantage you in the marketplace by working for a competitor, you should consider having a noncompete agreement.
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3/7/2007
Personnel professionals at all levels need to understand applicable laws and comply with them at every stage of the hiring cycle
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3/7/2007
Some HR people are reluctant to post job openings internally, believing the practice breeds bad feelings among those who apply and aren’t chosen.
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3/7/2007
You may need to adopt or adapt policies and practices in four key areas to keep up with the times—and to ensure the safety, competitiveness, and retention of your workforce.
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3/6/2007
To oversee your testing program, you need someone who is careful, well organized, a good communicator, and has good human-relations skills.
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3/6/2007
How companies should handle new hire orientations so as to make a new employee feel welcome and comfortable in their role.
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3/6/2007
You should beware of any company marketing a “nationwide federal background check.” Those that do often check just federal court databases of criminal convictions. But federal convictions make up less than 5 percent of total criminal convictions.
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3/6/2007
You don’t have to be the size of Compaq and Hewlett-Packard to face the ordeal of a merger. And if you’re with the company being acquired by another, says John Challenger of outplacement firm Challenger, Gray & Christmas, you’d better be on your toes.
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3/6/2007
If you expect new hires to work well with customers instinctively, you’re probably expecting too much. That’s the consensus of most business owners, I know. Managers need to describe and demonstrate the kind of behavior that keeps customers coming back.
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3/6/2007
When you’re trying to assess people’s motivation, ask yourself this question: Which workers seem inspired to excel even when they think nobody’s watching?
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3/6/2007
Every employee wants a promotion, right? Nope. If you think so, you might run off some great rank-and-filers who’d rather stay among the rank and file.
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3/6/2007
One of the worst things you can do is cajole indifferent workers into taking a promotion, regardless of their qualifications. Look closest at the people who speak up for themselves, because they’re driven to excel. Instead of waiting for their ship to com
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3/6/2007
Managers and HR people often run into employees with overly optimistic—or misguided—career plans. While it’s good to be optimistic, unrealistic expectations combined with negative comments from a manager can lead to disappointment, lowered productivity, a
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3/6/2007
It’s important to keep personnel files organized. For one thing, your company’s managers need them to make important decisions. For another, state and federal agencies require you to keep specific information for a specified length of time. If you can’t p
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3/6/2007
Make sure you have enough work for temps to do. That should go without saying, but most temps can tell you that they sometimes sit around wondering what to do next. And idle temps demoralize your busy, full-time workers.
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3/5/2007
A job-rotation program--in which your management trainees do short stints in each company department—can be an excellent way to give potential executives that all-important perspective they need to launch their careers.
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3/5/2007
Savvy human resource professionals and business owners responsible for keeping their personnel resources appropriately stocked are taking action now to counteract this impending trend. Make sure you plan to do what’s necessary to keep your business afloat
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3/5/2007
Creating a positive work environment is well within reach and is largely about reshaping the work experience into something meaningful and personally satisfying for employees
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3/5/2007
Studies show that strong human resource practices result in more profitable companies. Recent studies from Watson Wyatt Worldwide and Price Waterhouse Coopers show that companies with superior human resource execution significantly outperform less efficie
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3/5/2007
When hiring, you should also be on the lookout for personality factors and behaviors that signal that the candidate could be troublesome once hired.
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3/5/2007
Many HR professionals are receiving the Internet Applicant Rule with cautious optimism. The rule may result in a better hiring process for companies, because it forces HR departments to be precise in advertising what the minimum qualifications are.
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3/5/2007
Knowing the business you’re in is essential to becoming an effective—and respected—HR professional, said Carricato. “If you don’t know the business, you’re never going to get a seat at the table, because they [senior managers] won’t trust you.”
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3/5/2007
Empowering employees to make suggestions and decisions motivates them. When employees become more involved, their sense of ownership benefits the business.
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3/5/2007
A clear, well-communicated vacation approval and scheduling policy may help keep your staff happier and your company running more smoothly year-round.
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3/5/2007
Telecommuting offers many benefits. They include greater flexibility in distributing work, higher productivity, increased morale and lower facilities costs
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3/5/2007
Before buying tests for employees, make sure the test has been validated and is legal for business use warn experts
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3/5/2007
Only a third of employers even test job applicants, meaning plenty of substandard workers find their way into company payrolls nationally.
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3/5/2007
Under the ADA, hiring and interviewing decisions cannot be made based only on a person's disabilitities without considering their ability to do the job with accomodations
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3/5/2007
By following some key retention strategies, you can give your employees an incentive to stay right where they are
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3/5/2007
Whether it's in hiring, dealing with harassment, or trying to mandate an all English workplace, here are some the most common mistakes managers make
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3/5/2007
Here are three of the most common mistakes managers make when hiring new employees, along with three ways to avoid them
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3/5/2007
The more HR can do to help new managers be savvy time managers, the less stressful their new jobs will be so here are tips tp help new supervisors
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3/5/2007
If you test job applicants and employees, you must test for skills or characteristics that are directly related to the job and that are truly necessary for carrying it out or you could be sued for discrimination
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3/5/2007
You can’t have a good appraisal system without good job descriptions. The description is the starting point for formulating the performance goals and objectives upon which you’ll rate employees.
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3/5/2007
Of the 4.9 million employee background checks conducted by ADP* in 2005, almost half (49 percent) of the education, employment and credential verifications contained data inconsistencies.
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3/5/2007
From staggering health plan costs to concerns about quality, health care is a hot issue with both employers and employees, but ayou can take steps to bring costs down and empower your employees with education.
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3/5/2007
The FRCA requires that employers follow certain rules when performing background checks on employees and job applicants, so be sure you know what's allowed and not allowed before doing criminal,driving or cerdit checks
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3/5/2007
If your company employs anyone under 18, be aware that federal child labor laws, as part of the Fair Labor Standards Act (FLSA), have changed. Here is a summary of the current federal regulations:
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3/5/2007
Executive recruiters agree: When hiring, you first need someone who can do the job. But just as important, you need someone who will fit in with your group—someone who will stick around longer than six months.
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3/5/2007
How can you hire more than “brains in a jar” without arousing the suspicion in the mind of the candidate that you’re flouting anti-discrimination laws or basing hiring decisions on flimsy requirements you’d find hard to back up in court?
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3/5/2007
If your boss says you won’t move up until you’ve groomed a replacement,and many bosses say or think just that, here are some tips to help you ensure your own promotion by leaving your job in good hands
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3/5/2007
GoalSharing provides the punch employers need to recruit and retain employees, as well as to reward excellent performance
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3/5/2007
In interviews, job candidates are forthcoming about real accomplishments and things they feel good about or know in detail. It’s important to probe for the qualities or lack of them you need on the job
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2/28/2007
Consider pre-employment applicant testing, which may improve your potential for selecting the right person for the relevant position
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2/27/2007
Train managers and supervisors on what questions to ask in interviews and what not to ask. It’s important for managers and supervisors to understand that while there are very few pre-employment questions that are literally unlawful
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2/27/2007
Supervisors handling reviews poorly miss opportunities to improve performance and productivity, which is bad enough. Appraisals done well, on the other hand, offer many benefits
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2/26/2007
Plan well for each set of interviews, and you’ll get better results. The following pre-interview tips, says Caldwell, will help you get better information by putting both you and the candidate at ease
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2/26/2007
Managers and supervisors should be advised that they are not authorized to give out references for the simple reason that well-intentioned efforts can land their company in hot water
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2/26/2007
Background checks offer yet another advantage: You have a better chance of getting truthful, informative information about a person’s work history
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2/23/2007
Instituting a domestic violence prevention program at your company may help create a safer workplace and prevent domestic violence from coming to the workplace. That protects your employees and your company.
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1/2/2004
Learn the secrets of hiring the best employees with tips from this video
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1/2/2004
How do you select the right tests to get the right people for the job? Here's some advice on designing a pre employment testing program that works
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1/2/2004
Find out why a good background checking process is important to your company
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