Find the perfect candidate for the job
Make your new hire official
Make a job offer and outline the responsibilities
Establish ownership of work product for service
Learn more about an applicant's past
Confirm terms of employment for a new hire
Hire seasonal or temporary help
Change an existing employment contract
Announce a new job opening
Hire a new member of your executive team
Let an applicant know your decision
Recruit and hire employees FAQs
While many states have passed medical and recreational marijuana laws, using marijuana is still illegal by federal law. Additionally, certain jobs may require that employees refrain from legal and illicit substances for optimal performance. You can require that employees take pre-employment and post-employment drug tests; however, you should communicate testing requirements clearly before and after hiring. In most cases, testing is limited to heavily regulated positions such as truck drivers and pilots. Most include testing information in the employee handbook and require the employee to sign in agreement with the company policies. Some have claimed workplace discrimination when being reprimanded for medical marijuana use, so you need to be careful about testing requirements. To help you navigate your state's marijuana laws, you may benefit from consulting with an employment lawyer.
Nowadays, some companies do not even have an office. Everyone works remotely and they may get together a few times per year, often just team building. It is predicted that, in the near future, many workers will work from home. Advances in technology have negated the need for employees to work from the same location. Hiring remote workers also usually reduces costs for the company and the employee.