My company is considering using a performance appraisal that does not have scores or ratings. How popular (or not) is this type of approach? What are the pros and cons? I'm trying to gain some knowledge about best practices in this area.
—To Rate or Not to Rate, Performance Analyst, financial services, Des Moines, Iowa
We are evaluating the benefits of background checks. Do they really work as advertised?
—Call Me Skeptical, Director, Nonprofit, Scottsdale, Arizona
The six-week program hires coders based on skill, passion and eagerness to learn rather than résumé and experience.Read More
Personnel Journal, July 1927, pages 75-86: The Ford profit sharing plan reached its crest and saw its decline in the period from 1914 to 1920. The plan combined the novel features of payment of profit rates in advance, qualification in terms of character, habits, and proper living, and a minimum of five dollars for an eight hour day. Read More
Armed with this software, not only can companies obtain better feedback from references, but also they can obtain more of it per candidate.
Unlike reference checking tools such as Pre-Hire 360, there's nothing anonymous about the LinkedIn recommendation process.
The lawsuit originally was filed in 2007. In July 2009, Judge Garaufis ruled that the New York City Fire Department's reliance on two written exams constituted employment discrimination against minorities in violation of Title VII of the Civil Rights Act of 1964.Read More
Under Pepsi's former policy, job applicants who had been arrested pending prosecution were not hired for a permanent job even if they had never been convicted of any offense.
Watch out LinkedIn: a raft of new recruiting apps help companies better scout for talent from inside Facebook, the 800 million member social network. Read More