Here's hoping some hoop dreams come true for some lucky basketball fans, but success comes with a well-drawn-out play for the interns.Read More
Two-thirds of all hiring managers don't believe recent college graduates are ready for the office, according to a recent survey. Read More
What should we do with short-list candidates who don't get the job? I believe it is important that candidates invited to a job interview be informed of their status and the outcome of the recruitment process (even if they aren't the one selected). I think it gives the potential job holder a sense of accomplishment and self-confidence, but might it not also be important to our reputation as an employer? To say nothing of getting a head start on recruiting top candidates in the future? How do most organizations of any size handle this?
—Tough Choices, human resources management adviser, integrated professional services, Sarajevo, Bosnia and Herzegovina
Wipro and Tata have found success in recruiting thousands of workers in a short period of time. So how do they do it? Read More
Software by HarQen Inc. enables automated phone screening of applicants, but the technology takes getting used to.
We are trying to screen for culture and need to develop interview questions that tell us whether a job candidate will embrace teamwork and altruism, possess a self-depreciating demeanor and yet take their work seriously. If interview questions aren't the best way, please suggest an alternative.
—In Need of “People” People, retailing, Santa Fe, New Mexico
In the suit filed in April against Waco, Texas-based CTW L.L.C., which does business as Wendy's, the EEOC alleged that the company violated the Americans with Disabilities Act of 1990 by denying job applicant Michael Harrison employment at its Wendy's franchise in Killeen, Texas, after learning of his hearing impairment, the EEOC said Oct. 10 in a statement.Read More