throw a wide
net for applicants – it will impress the EEOC and give you a
better chance of getting a great employee
you only
have to take applications if you have vacancies
base
hiring decisions only on job-related criteria
be
consistent and judge applicants on qualifications, not assumptions or stereotypes
verify
references, employment history, and background information and
document your efforts
get I-9
information on all new hires within 3 business days of hiring
careful
with job and salary offers – do not promise more than you are
willing to deliver
consider alternative staffing methods in lieu of direct hiring of employees
