The Village at South Farms Senior Living in Middletown is a cozy "country estate" with a panoramic valley view that residents enjoy from the veranda overlooking its expansive lawns. Residents are able to enjoy all the comforts of senior living while receiving the level of care that best meets their … [Read more...]
Reviewing Resumes: When To Move On
8. If a resume is hard to read or doesn’t provide enough information to evaluate, then go on to the next one since you should have plenty of good candidates–especially in this economy. It’s the candidate’s responsibility to prepare a resume that demonstrates his or her qualifications, … [Read more...]
Reviewing Resumes: Grading System
7. Set up a system to grade the resumes based on qualifications, education, skills, similar experience, etc. If you have more than 25 resumes to review, you’ll need a system to keep track of the candidates’ qualification. I recommend you set up a rating system to determine which … [Read more...]
Reviewing Resumes: Specific Tasks and Skills
6. Check to see if candidates have experience with specific tasks or skills related to your industry and the job in question. Every industry or profession has terminology specific to their product or services. It’s not too difficult to screen the experience section of a resume for your … [Read more...]
Reviewing Resumes: Matching vs Similar Experience
5. If it is important that candidates have experience in an organization similar to yours, then pay attention to the size of the organizations they worked for and the types of service or products provided. Many organizations feel that candidates must have experience in their field to be … [Read more...]
Reviewing Resumes: Supervisory Experience
4. If supervision is important for the position, then look for examples of position titles that indicate supervisory experience. Also look for the number of employees the candidate supervised. Review the job description: does it require supervision of a few administrative staff or … [Read more...]
Reviewing Resumes: Inclusive Dates of Employment
3. Resumes should have the inclusive dates of employment for each position. If there are dates not accounted for, see if the cover letter explains. Or, if it’s a highly qualified candidate, you might ask him or her by phone If there are no inclusive employment dates given for past … [Read more...]
Reviewing Resumes: Create a List of Preferred Qualifications
2. Once you’re familiar with the basic required qualifications, create a list of preferred qualifications that will help you screen further for the highest qualified candidates. You’re bound to receive resumes from candidates who have additional requirements above and beyond the minimum … [Read more...]
Tips for Employers: Reviewing Resumes
1. Before you start to review resumes, make sure you know the most important qualifications for the job (education, experience, skill) so you can review resumes for those key items. 2. Then create a list of preferred qualifications for the job so you can be on the lookout for the … [Read more...]
Sexual Harassment Prevention: Retaliation is Unlawful
10. It is unlawful to retaliate against an employee who files a sexual harassment complaint. Your employees should know this because retaliation cases can cost as much money in the courts as Sexual Harassment cases. The EEOC (Equal Employment Opportunity Commission) reports there are … [Read more...]
Sexual Harassment Prevention: When Can You Be Sued?
9. If they knew it was happening and did nothing about it, both employers and employees can be sued for Sexual Harassment. (And employees can be arrested if the sexual harassment is really sexual assault.) Sexual Harassment lawsuits are continually highlighted in the news and the EEOC … [Read more...]
Sexual Harassment Prevention: Distribute Policy Every Year
8. Distribute your Sexual Harassment Prevention Policy every year. It is important to distribute your Sexual Harassment Prevention Policy every year that you don’t have training or a refresher class. This keeps a focus on the issue and reminds employees and supervisors about the policy … [Read more...]
Sexual Harassment Prevention: When To Take a Refresher Course
7. All employees, including supervisors and management, should receive a refresher course on Sexual Harassment Prevention every 2 to 3 years to remind them about the existing policy. Since Sexual Harassment is such a sensitive issue, it is important to establish a culture that … [Read more...]
Sexual Harassment Prevention: Everyone Needs to Know How to Report
6. All employees, including supervisors and management, should receive training on how to report incidents. Even though many Sexual Harassment Prevention Laws require training of supervisors only, it is important to train all employees. Two ways to do this would be to schedule periodic … [Read more...]
Sexual Harassment Prevention: Who Can Employees Talk To?
5. Employees should have the option of speaking with either a female or male manager about their concerns. Sexual Harassment incidents are very personal and uncomfortable for the victim. Describing a sexual harassment incident in detail, as one must do when making a report, can be very … [Read more...]
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