Don’t Make Promises When Hiring

     During the interview and hiring process, managers may have the urge to boast or exaggerate about the opportunities and benefits of being a part of the company. Many business owners and managers “puff up” their company to encourage a great applicant to accept an employment offer. promiseIf you are going to do this, you better be able to deliver what you promised or you may find yourself in hot water. If you tell a potential employee about great stock options or about significant upward mobility and he or she takes the job based on what you said, then they may be able to sue you later on if your statements or promises end up being incorrect. Some courts determine that a contract was formed based on the statements you made if the employee took the job based on your promises. This can get the company into legal trouble if a manager was simply boasting about what he hoped would happen in the future.

     When interviewing and hiring potential employees it is important to stick to the truth and avoid exaggeration about the company or position. Be sure to stay away from predictions about the future, or projected estimates of year-end bonuses. Additionally, be precise about what the job entails. If you are hiring a cashier, but the person ends up doing deliveries as well, you may have a problem. Furthermore, be sure not to tell potential employees that your company “has never done layoffs”, or ”no one has ever been fired for _____.” Statements like these may come back to haunt you in the form of a lawsuit if the individual left another job for more job security at your company due to your comments during the hiring process.

Don’t Make Promises When Hiring

     During the interview and hiring process, managers may have the urge to boast or exaggerate about the opportunities and benefits of being a part of the company. Many business owners and managers “puff up” their company to encourage a great applicant to accept an employment offer. promiseIf you are going to do this, you better be able to deliver what you promised or you may find yourself in hot water. If you tell a potential employee about great stock options or about significant upward mobility and he or she takes the job based on what you said, then they may be able to sue you later on if your statements or promises end up being incorrect. Some courts determine that a contract was formed based on the statements you made if the employee took the job based on your promises. This can get the company into legal trouble if a manager was simply boasting about what he hoped would happen in the future.

     When interviewing and hiring potential employees it is important to stick to the truth and avoid exaggeration about the company or position. Be sure to stay away from predictions about the future, or projected estimates of year-end bonuses. Additionally, be precise about what the job entails. If you are hiring a cashier, but the person ends up doing deliveries as well, you may have a problem. Furthermore, be sure not to tell potential employees that your company “has never done layoffs”, or ”no one has ever been fired for _____.” Statements like these may come back to haunt you in the form of a lawsuit if the individual left another job for more job security at your company due to your comments during the hiring process.

Play It Safe With Job Postings

     Did you know that using the wrong words in your help wanted ad can land a company in legal trouble. Any job requirement that discriminates against applicants based on a personal characteristic protected by law violates federal law. Most managers know that ads cannot state obvious, protected topics, but managers and business owners can get into trouble for posting help wanted ads with more subtle discrimination without intending to do so.help wanted

     Words a subtle as “salesman”, “handyman”, or “waiter” may imply that you are only looking for males to fill the job position. When creating your hiring advertisement, be sure to focus on essential requirements of the job and pay attention to different ways your words can be interpreted.

     For example, putting “must be able to lift 50 lbs.” in your advertisement may give the impression that one must do this on a regular basis. If lifting is only required on occasion, remove this statement. It may give the impression that lifting heavier objects is a regular duty and thus precludes many women from applying.