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Despite the carefully planned interview questions and hiring rubrics, hiring decisions often hinge on one factor above all others: whether the interviewer simply likes the candidate. This personality-based assessment not only undermines objective hiring practices but perpetuates workplace inequities that follow employees throughout their careers.

ICE is looking for undocumented noncitizens who lack valid work permits, as well as employers that aren’t doing their best to hire only work-eligible employees. But even employers that seemingly have their I-9 paperwork in order may find an ICE officer in their lobby.

Having a group of employees interview job applicants is a great way to identify the best candidates. But a would-be supervisor may disagree with a hiring committee’s candidate recommendation. If that happens, be sure to document exactly why he or she rejected the committee’s choice.

Most claims of hiring discrimination are sparked by inconsistencies in the interview and selection process. That can include the types of people interviewed, the questions asked and even the length of the interview. That’s why it’s best to inject as much consistency into the interview process as possible.

With the Trump administration ramping up enforcement of immigration laws, employers should expect more government scrutiny of their employment records. Here’s how to prepare for a possible immigration enforcement blitz.

When it comes to selecting the best candidates, going deeper than just face value should be a routine practice. A nationwide survey conducted by Harris Poll for CareerBuilder found that employers wrongly buy in to several myths about background checks.

The coming Immigration and Enforcement crackdown on immigrants lacking legal status won’t affect you or your employees if you know—because of their I-9 documentation—that they are legally allowed to work in the U.S. However, you may not be so confident if you use subcontractors or temporary workers.

In 2022, New Jersey voters approved an amendment to the state constitution that decriminalized the use and possession of marijuana. Recently, Walmart argued that employers can refuse to hire someone who tests positive for marijuana.

The new administration has declared a national emergency related to immigration and has made it abundantly clear it will ramp up workplace raids. Obviously, this encompasses, but goes way beyond, ensuring your I-9 forms are in order. You must be vigilant.

Sometimes, even the best vendors accidentally investigate the wrong person, uncovering erroneous information that leads employers to rescind a job offer. What should employers do when they discover such a mistake?