Hiring laws & HR compliance analysis

Hiring: What you need to know

Whether handled by supervisors and managers or assigned to a centralized human resources (HR) department, hiring decisions are among the most important decisions made in any organization. Good hiring practices can eliminate or reduce many legal risks, reduce costs, increase productivity, and improve morale. Ill-advised hiring decisions, on the other hand, can result in turnover, duplicative training, missed opportunities, and lost customers. In addition, an ill-advised hire might well lead to employment termination; and every termination (no matter how justifiable and well documented) exposes the company to the risk of a wrongful termination lawsuit or discrimination claim from the disgruntled former employee. For all these reasons, it pays to take the time to find the right person for the job the first time around.
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An employer's hiring strategy should have clear goals that are aligned with the goals of the organization. Hiring should not be a function that is considered only on the day that an employee gives notice, and there is an immediate need to fill his or her position. Particularly in a tight labor market, attracting and retaining top talent requires a thoroughly thought-out hiring strategy that is tailored to the individual characteristics and needs of an organization.
Before deciding what approach to hiring will work best, employers should consider the overall organization. For example, what is the organization's approach to growth? Is the employer looking to expand or merely to filling existing positions as they become vacant? Is the organization rapidly growing so that it can offer frequent advancement ...

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