There’s no question employers walk a tight rope during the hiring process. Between knowing which questions are considered discriminatory in nature under both federal and state laws to ensuring inappropriate comments aren’t uttered during a job interview, employers need to be careful nothing they say or do during the hiring process could lead to claims of discrimination.
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Millennial workers often leave a position within a year, or shortly after a year has passed. Companies that lose parts of the workforce that quickly are at risk of losing nearly $5,000 per employee; so applying tools that speak to a younger generation can increase retention rates and employee satisfaction. Read more...

For years, conventional business wisdom has told us that diligent, hard-working, obedient employees were the Holy Grail of human resources. This thinking has informed the way we evaluate students, workers and even managers for generations. Read more...

While a thoroughly written job description impacts whether a position is exempt from overtime pay, it’s not the most important consideration, says Scott Young, a partner in the Cincinnati law office of Thompson Hine. According to Young, far more imperative are “what the duties are and what the employee is doing.” That way, if a company is audited by the U.S. Department of Labor, the employer will be able to present a prima facie case that an employee has been properly classified. A prima facie argument is one that is accepted as correct until proved otherwise. Read more...