Anyone involved in the hiring process must understand that asking the wrong questions or making improper inquiries can lead to discrimination or wrongful discharge lawsuits, and these suits can be won or lost based on statements made during the interview process. Thus, it is important to incorporate risk management into your interviewing process to help minimize your firm's exposure to employment practices liability. This article provides practical recommendations for effective and legal interviewing.
Managers who are effective at reviewing others' performance understand how essential the formal performance review process is, prepare carefully, and do a thorough job. Managers who are not particularly effective avoid this part of their role, push it off onto others, or do a poor job.
If a job candidate looks good on paper and performs well in the interview, one would naturally assume the candidate would be a good fit for the job. While it sounds logical, it doesn't always work out that way, and good managers will take their hiring processes to a higher level.
In this follow-up to our earlier article titled "Captive Insurance Company Culture and Values Matter," we explore how culture and values interact with the need to attract new talent into the captive insurance industry.