#hiring practices

[bitchesgetriches]

Beware These 5 (Perfectly Legal) Discriminatory Hiring Practices

One of our most popular articles to date is our list of illegal job interview questions. In that post, we explained how how there are laws in place to mitigate discriminatory hiring practices. An employer can’t ask a job candidate’s age, for example, to avoid ageism when hiring.

If you’re on the job hunt, you should familiarize yourself with the questions a potential employer can’t ask you. Know your rights lest you unwittingly allow an employer to use your personal demographics (rather than your job qualifications) to exclude you from a job opportunity.

Yet despite all the things an employer can’t legally ask in a job interview… some weaselly fuckers still find ways to introduce bias into their hiring practices. In fact, a lot that can happen during job applications and interviews probably should be illegal… but isn’t.

Let’s go over some discriminatory hiring practices that are somehow still legal. Y’know, before we get to the inevitable pro-labor call to action. ¡Viva la revolución, comrades!

Keep reading.

If you liked this article, join our Patreon!

[doomed-jester]

Every now and then I think of that one time I got dragged along to some business seminar with my school and the speaker, apparently a prominent figure in the business world, openly said to a crowd of people that she would look up prospective employees and deny applicants with "anime eye pictures." She never clarified what that meant, I'm assuming she means an extravagant or "unprofessional" style of makeup, because that's a lot more charitable than assuming she's racist.

It's just such a fucked up and petty thing to be so proud of. I really don't think that what people are doing in their off hours should affect their employment.* That actually seems like more unprofessional behavior to me than anything else

*Assuming what they're doing isn't harmful in a tangible way. Firing someone for being a racist or a sex pest is a lot different than firing someone because you don't like their makeup.

[fizzytrashcan]

[roosterjournal]

Jets Seek Conversation with Vikings' Defensive Coordinator Brian Flores for Head Coach Position

The Miami Dolphins are making headlines again, but this time it’s not about their players or games. The focus is on Brian Flores, who was once the head coach for the Dolphins but left the team amid controversy. Recently, the New York Jets expressed interest in interviewing Flores for their open head-coaching position. This marks a significant moment for Flores as it would be his first interview…

[leam1983]

Dispensations

I settle in bed with Walt, happy to have taken care of the last batch of interviews for 2024, today. As I find my groove against his side, I sigh.

"I'm really glad I don't have to interview for anything, anymore," I mention, off-the-cuff. Walt groans behind his nose-and-mouth CPAP mask. "Tell 'me about it; selling cars is degrading enough! Selling yourself, though? That's even worse."

Sarah deliberately goes nasal. "Hi, please consider me; I really need this job, thanks. God. I don't miss being there. My heart goes out to everyone we've ever had to interview; shit's fucking torture."

I then mention how of all those we actually hired, most had a very casual approach to the job listing. They had a job and a getaway plan in case the interview went sour, same as us. Seeing as they weren't flying blind, they weren't stressed - and they didn't stress us. What actually gets on my nerves is the antsy girl in her mid-twenties who derails the interview to account for the three-year gap in the employment record, or the kid who pulled on a wax pen in front of the office and who answers every question with I dunno, I guess... That, or the West Point Academy types who treat their resumé like a kill list and their LinkedIn page like a badge of honor.

"Or the Don Drapers," notes Walt.

For context, Don Draper, played by Jon Hamm, is the main character of Mad Men, a series taking place in the fifties' advertising industry. Don Draper gets in by wearing a suit, smiling at the right cues and acting as if he already ran the agency. Everyone else just... goes along with it. In our context, a Don Draper is someone who hits all of the marks, unfailingly - to the point where their utter lack of sincerity is obvious. They got the gist of the job, for sure - but the context? That's usually up for grabs. Hiring a Draper means you just stuck a pistol to your temple and are playing Russian Roulette.

"Customer Service is in my blood!" says the kid whose previous record of employment contains three firms similar to ours in less than a year, along with a slew of complaints from alarmed clients.

Walt listens to me synthesize all this, and parts with a simple and final "Oof, brother," that says it all.

A few more days, and we're out of here for the Holidays...

[manaljh-blog]

Bridging the Skills Gap: Innovative Strategies for Hiring Top Talent

The demand for specialized skills continues to grow as industries evolve and new technologies emerge. According to a recent study, organizations must hire employees with technical and professional skills who leverage emerging technologies. Continue reading Bridging the Skills Gap: Innovative Strategies for Hiring Top Talent

[white-throated-packrat]

for honor, apparently.

[teachchildhowtoread2021]

Small Business HR Tips: How to Effectively Manage Your Workforce.

Running a small business involves wearing many hats, and one of the most important (and challenging) is managing your employees. From hiring and onboarding to compliance and retention, HR management plays a crucial role in the success of your business. While large companies have the resources to dedicate entire teams to HR, small business owners must be resourceful in managing these responsibilities.

Here are some essential HR tips for small business owners that will help you create a productive and compliant work environment.

1. Hire the Right People

The foundation of a successful business is its people. Hiring the right employees is crucial for building a team that will help your business grow. However, the process can be complex and time-consuming.

Here are a few tips to streamline your hiring process:

Clearly Define Job Roles: Before posting a job, clearly outline the responsibilities, qualifications, and skills required. This will help you attract candidates who are a good fit and avoid wasting time on unqualified applicants.

Use Structured Interviews: Conduct structured interviews where all candidates are asked the same questions. This ensures a fair process and allows for easier comparison among candidates.

Check References and Backgrounds: Always verify the information provided by candidates. Reference checks and background screenings can help avoid costly hiring mistakes.

Pro Tip: Consider using applicant tracking software (ATS) to keep your hiring process organized and streamline candidate evaluations.

2. Create an Employee Handbook

An employee handbook serves as a guide for both employees and employers, outlining the expectations, policies, and procedures of your business. It is also a useful tool for ensuring legal compliance and setting the tone for company culture.

Key Sections to Include:

Workplace Policies: Define rules around attendance, dress code, and professional behavior.

Code of Conduct: Clarify the standards of behavior expected from employees, including anti-harassment and anti-discrimination policies.

Benefits and Compensation: Clearly explain your compensation structure, benefits, and any incentive programs.

Disciplinary Procedures: Outline the steps for handling performance issues or violations of company policy, ensuring transparency.

An up-to-date employee handbook helps to set clear expectations and can serve as a reference in case of disputes, protecting both your business and your employees.

3. Ensure Legal Compliance

HR compliance is essential to avoid costly legal problems, but it’s also an area where many small businesses struggle. Employment laws vary by state, and federal laws such as the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA) also apply. Failing to comply with these regulations can result in fines, lawsuits, and damage to your business reputation.

Steps to Stay Compliant:

Classify Employees Correctly: Misclassifying employees as independent contractors or exempt vs. non-exempt can lead to legal issues. Make sure you know the difference and classify employees accordingly.

Keep Accurate Records: Maintain accurate records of work hours, wages, and employee data to ensure compliance with labor laws.

Stay Updated on Employment Laws: Regularly check for changes in federal, state, and local labor laws that may impact your business.

If HR compliance feels overwhelming, consulting with an HR expert or legal advisor can help ensure that your business is operating within the law.

4. Foster Employee Engagement and Retention

Once you’ve hired the right people, retaining them should be a top priority. Employee engagement and satisfaction are directly linked to productivity, so it’s essential to create an environment where employees feel valued.

Strategies for Increasing Employee Engagement:

Offer Competitive Benefits: Small businesses may not be able to offer the same benefits as large corporations, but you can still provide perks such as flexible schedules, remote work options, and professional development opportunities.

Recognize and Reward Achievements: Publicly acknowledging your employees’ hard work and offering rewards such as bonuses, extra time off, or employee-of-the-month programs can boost morale and motivation.

Create Open Communication Channels: Encourage feedback and make it easy for employees to voice concerns or suggestions. Regular check-ins and performance reviews can help address issues before they escalate.

Engaged employees are more likely to stay with your company long-term, reducing turnover and fostering a positive workplace culture.

5. Focus on Employee Development

Investing in your employees’ growth not only helps them succeed in their roles but also benefits your business. Employees who receive training and development are more skilled, more productive, and more likely to stay with your company.

Development Opportunities to Consider:

On-the-Job Training: Implement training programs that allow employees to learn new skills relevant to their roles.

Mentorship Programs: Pair newer employees with experienced mentors who can guide them through the nuances of the job and help them develop professionally.

Workshops and Courses: Offer opportunities for employees to attend industry-related workshops, webinars, or certification courses.

By focusing on employee development, you not only improve their performance but also enhance your business’s overall success.

6. Implement an Effective Onboarding Process

A strong onboarding process helps new employees feel welcome and equips them with the knowledge they need to succeed in their roles. A disorganized or incomplete onboarding experience can leave new hires feeling lost and unproductive.

Effective Onboarding Practices:

Provide Training: Ensure that new hires have the training they need to perform their duties. This can include everything from job-specific skills to safety protocols.

Set Clear Expectations: Clearly communicate job responsibilities, goals, and how success will be measured.

Assign a Mentor: Pairing new hires with a seasoned employee can help them acclimate to the company culture and answer questions they may have.

A well-executed onboarding process sets the tone for an employee’s experience with your company and can lead to better retention and job satisfaction.

7. Use Technology to Streamline HR Tasks

Small businesses often operate with limited resources, making it challenging to stay on top of HR tasks like payroll, benefits administration, and performance management. Using technology can simplify these processes and ensure that everything runs smoothly.

HR Software Tools to Consider:

Payroll Management Systems: Automate payroll to ensure accurate and timely payment to employees.

Time and Attendance Tracking: Use software to monitor employee hours, especially for businesses with hourly workers or remote teams.

Employee Performance Software: Track and manage employee performance, set goals, and schedule reviews all within one platform.

By adopting HR technology, you’ll save time and reduce the risk of human error, allowing you to focus on other aspects of your business.

8. Consult with HR Experts When Needed

While you may handle many HR tasks on your own, there will be times when professional help is needed. Complex legal issues, compliance audits, and employee disputes can require expert advice to avoid costly mistakes.

This is where HR outsourcing services, like Bambee, can be a game-changer for small businesses.

Why Bambee?

HR Expertise: Bambee offers access to a dedicated HR manager who can help you navigate compliance, set up policies, and handle employee issues.

Affordable for Small Businesses: Unlike traditional HR consultants, Bambee provides services at a fraction of the cost, making it accessible even for small businesses with tight budgets.

Compliance Assurance: Bambee helps ensure your business is compliant with federal and state employment laws, reducing the risk of penalties and lawsuits.

By partnering with Bambee, you can focus on growing your business while knowing that your HR needs are taken care of by professionals.

Conclusion

Managing HR for a small business is no easy task, but with the right strategies and tools, it’s possible to build a strong, engaged, and compliant workforce. By focusing on hiring the right people, fostering a positive work environment, staying compliant with labor laws, and using technology to your advantage, you’ll create a thriving workplace.

If HR compliance and management feel overwhelming, consider partnering with a service like Bambee to provide expert HR support at an affordable price. With their help, you can streamline your HR processes and protect your business from legal risks while building a strong, productive team.

[hsmagazine254]

Strategic Hiring: Leveraging Strengths to Fill Weaknesses

Building a Robust Team: Harnessing Complementary Strengths In the dynamic landscape of business, assembling a team with diverse strengths is key to achieving success. This article explores the strategic approach of hiring individuals who exhibit strengths in areas where you may have weaknesses, fostering a well-rounded and effective team. Identifying Your Weaknesses 1. Self-Assessment Conduct a…

[blogquantumreality]

And for Canadians, the OHRC has stated that asking for photos is tantamount to asking for information which is protected under human rights legislation (and it is highly likely other provincial Human Rights commissions as well as the federal Human Rights commission would give similar guidance), so I would suggest just uploading a 1024x1024 monocolor block which you can create easily in MS Paint or the like.

I've been finding a lot of job postings that ask me for a photo lately, which is uncool of them.

So I made an image which lets me bypass their demand. I don't care if I get that particular job, I just want to shame the HR goons who thought the photo requirement was a good idea.

Note: this only applies in the USA.

[bitchesgetriches]

Beware These 5 (Perfectly Legal) Discriminatory Hiring Practices

If you found this helpful, consider joining our Patreon.

[mentorshelly]

Why Generation Z Finds Thank You Letters After Interviews Overwhelming in the Job Search Process?

Article Discussed As the job market becomes increasingly competitive, it’s essential to understand the perspectives and preferences of different generations. Generation Z, born between the mid-1990s and early 2010s, brings a unique set of attitudes and beliefs when it comes to professional interactions, including the customary practice of sending thank you letters after interviews. In this…

[avicecaro]

i think it’s important everyone knows about the little roman girl who died at only five years and seven months old, and her grave reads "dum vixi, lusi" or "while i lived, i played"

[poorly-drawn-mdzs]

Shout out to all artists who had to work without any strong direction or instruction.

I wish you a merry “the client likes it anyways”

[irenereru]

Finally started working on practicing how to draw Sonic characters! If I took this long, it's because the first request I got was Silver, who I always struggle to draw the front quills... But hey, that's what practice's for! If you'd like to request a character, please comment it down here! It can be any animal character from the Sonic franchise, doesn't matter which canon :D

[ironmaidenhead]

BRAM STOKER'S DRACULA (1992) dir. Francis Ford Coppola