During the interview process, is there a good way to assess each candidate so I can narrow down the search in a timelier manner? I was hoping for some kind of checklist. Or would this actually be a hindrance rather than a help?
—Need for Speed, HR specialist, Nonprofit, Wausau, Wisconsin
Until now, in recent decades, General Motors has peopled its new factories mostly from banks of laid-off workers and employee transfers from other locations. GM is now forecasting enough manufacturing expansion to require large-scale employee recruitment.Read More
Apparently, 'you should know better' carries over to the world of employment law. The EEOC has filed a disability discrimination lawsuit against Pace Solano, a California disability services provider.Read More
Job board giant CareerBuilder listed some of the most unusual interview experiences based on an online survey of more than 3,000 employers.Read More
An interview with Christina Dibble, a program manager for military talent acquisition for Sears Holdings Corp.
There is 'so much information that's available out there' that the employer has to filter out the information to be sure it does not learn about issues it should not know about, such as religion and politics, panel contends.Read More
Success is the bottom line, but before the first call, experts say look at a candidate's appearance and pay attention to your initial reaction. Once they're on the team, train, train and train some more.Read More
One recruiter says that since incorporating online interviews she has cut spending from about $10,000 per search to roughly $500. Yet an employment lawyer advises clients to proceed with caution when using it.Read More