Caps & Immunities
you have to be careful on how you use it. Several cases are making their way through the courts where candidates are accusing prospective employers of basing their hiring practices solely on what they see through social networks. No decisions have yet been rendered, but you do not want to be the next case. Use these social networking sites with caution.
If
you make your decision to hire or not based on what you see on line, you may be held liable.
• Be honest with the candidate. If he/she is not a match, say so. You do not want to waste any more of your time or theirs.
Decision Time:
• Go with your gut. You have seen enough candidates and you know who is the best match. I always listen to my gut; subconsciously it is telling you something that you brain fails to process.
If there are two
candidates who are so outstanding that choosing is difficult, consider bringing them both back to meet with other select staff.
• Check references personally. Contact everyone you can and ask direct questions regarding the •
candidate’s qualifications. For prospective attorneys, check credentials and past legal work. Your Human Resource or Office Manager can certainly go down a standard list of good questions, but only you can truly assess the candidate’s qualifications by asking follow-up questions to clarify what you heard during the interview.
Experience comes with cost. Balance your decision on what you can afford and what the candidate expects.
negotiate alternative compensation.
Be open and flexible; you can always If you want
to start at a lower salary and bump them up after a reasonable length of time, communicate this intention clearly. You may want to document your expectations and have both parties sign it, and/or state it in the hiring letter.
• Don’t low ball. Some employers think that hiring cheap saves the budget.
Little do they realize that
the candidate may take the job, but will continue to search for a job that better satisfies his or her professional or financial obligations. Consequently, several weeks or months later, if the new hire leaves, at best you will find yourself starting the process all over again.
ElectroQuest, LLC Electrical Expert Services
Electrical Engineering & Safety (Mishap/Injury, Design for sites, systems & products)
Codes & Standards (OSHA, UL, National Electrical Code)
Grounding (Test/Evaluation including stray currents)
Intellectual Property (Power Devices, Magnetics, Electrooptics)
Lightning Protection & Safety (Accident, Damage & Injury Investigations)
Radiation Safety (Radio, lasers, cell phones & towers)
Products (Design, Safety & Compliance, Medical Devices)
Illumination (Ambient lighting conditions, mishap investigation) John M. Tobias, Ph.D., P.E.
(732) 270-2775 |
info@ElectroQuest-LLC.com www.ElectroQuest-LLC.com Baltimore area office opening in Fall 2011.
Trial Reporter / Spring 2011
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