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...]
HR Tips for Employers
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...]
Reviewing Resumes: Know the Most Important Qualifications
1. Before you start to review resumes, make sure you know the most important qualifications for the job at hand (education, experience, skill) so you can review resumes for those key items. Review the job description to make sure you understand the key qualifications. If there is no job … [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...]
Sexual Harassment Prevention: Options for Employees to Report Incidents
4. The Sexual Harassment Prevention Policy must include several ways that employees can report incidents or concerns—not just talking with their immediate supervisor. It is important to give employees and supervisors a variety of methods to report concerns and incidents of Sexual … [Read more...]
Sexual Harassment Prevention: Employees Should Know Policy
3. All employees should receive a copy of your organization’s Sexual Harassment Prevention Policy. Employees should receive a copy of every company’s or organization’s Sexual Harassment Prevention Policy so they understand the definition of Sexual Harassment and how it can be … [Read more...]
Sexual Harassment Prevention: Supervisors Must Be Trained to Report
2. All supervisors must be trained to report any incident to company management, even if it’s not related to their department. When it comes to claims, Sexual Harassment Prevention laws take the position that the employer/management team should have known that Sexual Harassment was … [Read more...]
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