Session 1 - Preparing for Year End 2021 and Year Beginning 2022

Speaker - Vicki M. Lambert | Duration - 90 Min

Preparing for year-end should not begin in October or November as it may have in the past. Preparation should begin in January and be conducted throughout the calendar year. This is especially important now as the IRS is looking at year-end compliance issues. In this webinar, we will give the latest best practices to help your payroll department transition from a year-end crunch to a smooth and compliant year-end process. We will discuss how checklists can help keep you on track to ensure all tasks are completed. How a simple two-page memo can prevent dozens of employee questions. We will cover how your duplicate Form W-2 request form and procedures should be set up and in place in advance of issuing the forms and how it will assist you when processing those requests in the upcoming year.

We will provide examples of checklists that should be prepared for each year-end to assist in a smooth transition. We will also provide updates for the calendar year 2022 on such items as social security wage base, deferred compensation limits, mileage rates, and Forms W-2 and 941. This webinar will provide a sample of a form to request a duplicate Form W-2 that can be used by the attendee in their own department as well as information on setting up the procedures for requesting the form.  We will discuss how to work throughout the year to collect information from accounts payable for year-end instead of trying to obtain all the information in December. We will demonstrate how this helps smooth out the year-end processing and relieve year-end stress for both departments.  We will provide the basis for a year-end memo to help payroll departments inform the company’s employees of what lies ahead for the upcoming year to help curtail questions during this hectic time for payroll.

This webinar concentrates on preparing the department for the end of the calendar tax year and the new year processing.  Topics include reconciling, completing, and submitting Form W-2 federal and state; update to annual changes from the IRS, SSA, DOL, and on the state level; and best practices that will help make the year-end and year beginning go smoother.
Our expert speaker Vicki Lambert will also cover any late-breaking legislation/regulation changes—including COVID-19 reporting changes to Form W-2

Webinar Highlights

• Latest update on the Form W-4 for 2022!
• Reconciliation of Form W-2 to Form 941 and why it must be done
• Update on year-beginning annual changes for social security wage base, fringe benefit limitations, federal per diem allowance, standard mileage rate, qualified transportation fringe benefits, and more.
• How to use the required year-end notice to update your employees for the coming year 
• Best practices on organizing the payroll department for year-end including action item checklists for Form W-2, Year-end, and Year beginning to ensure a smooth process
• How to handle duplicate requests for Form W-2 including charging fees
• Status review of Publication 1494 for 2022
• Changes to Form W-2 for 2021
• Best practices for gathering, calculating and reconciling W-2 data all year long as is now expected by the IRS
• Taxation of fringe benefits for year-end including awards and prizes, personal use of company cars and gift certificates
• Latest update on white-collar exemptions
• Electronic delivery of W-2s to employees
• When to use the Form W-2c and when to correct the W-2 itself 
• State regulatory changes affecting payroll including SUI wage bases, minimum wage increases, and more
• Review of EFW-2 record changes for the tax year 2021
• Verifying employee names and SSN’s
• Review of filing deadlines
• Third-Party Sick Pay reporting

 

Session 2 - State unemployment insurance & The Federal Unemployment Tax Act (FUTA) Unemployment Form 940 update

Speaker - Dayna J Reum | Duration - 60 Min

For years the only changes payroll professionals had to worry about was normal rate changes for state unemployment each year. But in recent years the IRS has made updates to the federal Form 940 and states are in a much different position financially regarding unemployment benefits. Because several states are faced with depleted funds, changes are occurring on payroll unemployment taxes. With COVID-19 legislation and all the extension, The Federal Unemployment Tax Act  (FUTA) and The State Unemployment Tax Act  (SUTA) taxation has been an area that has become more complicated for both employees and employers.

This webinar will review the necessary updates on where our unemployment system is and how this will affect the way payroll professionals will do their jobs now and in the future.

Webinar Agenda

• Form 940 basics and how to properly complete
• Form 940 changes
• FUTA and how to properly calculate
• FUTA and SUTA and how they interact
• Experience Ratings and how they work
• SUI tips and tricks to keep costs down

Webinar Highlights

• Understanding who and what earnings are subject to unemployment taxes
• COVID-19 Legislative updates and how to manage them.
• A review of FUTA tax rate and tax depositing
• Discuss Form 940 changes and common mistakes made
• How FUTA & SUTA interact and why it is important to understand
• Discussion on the status of the state unemployment system and how it will affect your job in the coming years
• Details of the FUTA Credit Reductions
• What is the SIDES program and what its impact will be 
• How to reduce and maintain your SUI rates

 

Session 3 - Payroll Deductions in 2021: What Can and Cannot be Deducted from an Employee’s Wages

Speaker - Vicki M. Lambert | Duration - 90 Min

In payroll we calculate the gross wages of an employee by meticulously following strict regulations on what must be or must not be counted as hours worked and taxable income. We pay the employee their net paycheck only by the payment method that is permitted.  But what about in between? When it comes to deducting from the employee’s gross wages to achieve the net income are you also adhering strictly to the rules?

After calculating gross wages for an employee is accomplished, much more difficult decisions have to be made. What must an employer deduct from an employee’s wages? What can be deducted legally? What can never be deducted? These questions and more must be answered correctly before processing that paycheck. And if this is the employee’s final check…the rules may change! Handling deductions is a complex task that payroll must get right every time for every payroll check. Failure to deduct the proper taxes could result in penalties on the employer from the IRS, but making an illegal deduction for a fringe benefit or for collecting an overpayment can get the employer a visit from the federal Department of Labor auditor, the state department of labor auditor or both! Sometimes the federal government will allow the deduction, but that certain state will not. 

Of course, everyone knows that payroll deducts for federal and state taxes. However, how much input does the employee have concerning these deductions? This will be answered in this webinar. Which taxes are mandatory, which are a courtesy and which ones the employee controls will be explained during this webinar. If the IRS or the state wants payroll to collect for back taxes; how is that processed? What does payroll do if a “payday loan” deduction is received as opposed to a creditor garnishment? Which ones must we honor and why. This will be discussed during this webinar. 

Fringe benefits are a normal part of payroll for most employees. Deducting for voluntary fringe benefits such as health insurance or group term life can usually be an easy task. But what about health insurance under a medical support order? Does that change how it is processed by payroll? Expert speaker Vicki Lambert will discuss processing voluntary and involuntary health insurance deductions.

Many employers require their employees to wear uniforms for work. Can the cost of the uniforms and their upkeep be deducted from an employee’s wages? What about cash shortages or breakage? Can I deduct the cost of shortage or breakage from the employee’s pay check under the state or federal laws?

Some employers offer meals and lodging as part of the employee’s work contract. What can be deducted from the employee’s paycheck for employer provided meals and lodging and can this be used as credit against the minimum wage paid?

What if an employee is overpaid? Can the employer simply deduct the overpayment from future payments or does the employee have to agree to the deduction in writing? Does the federal law differ from the state law in this area and, if it does, which one does the employer have to follow? 

Many employers advance vacation for their employees to ensure that all employees are rested and working at peak efficiency. But what if the employee takes their vacation in advance and then leaves the company? Can an employer recoup advanced vacation hours from the employee’s final check under federal or state laws?

Many employers give loans, advances on wages to employees or allow employees to purchase items from the employer. We will discuss how these can be recouped or repaid if the employee stays or if the employee terminates.

In this webinar expert speaker Vicki Lamber will discuss what can and what cannot be deducted from an employee’s regular paycheck as well as their final one. Failure to follow the regulations pertaining to employee wage deductions can result in substantial penalties and interest. 

Webinar Highlights

• Taxes—which are mandatory, which are a courtesy, and which ones the employee controls
• Child support—the limits but not beyond
• Tax levies—federal and state
• Creditor garnishments—how many can you honor and how often
• Voluntary wage assignments for “payday loans”—when are they required to be honored
• Handling fringe benefits such as health insurance or group term life
• Uniforms—when the employer pays for it and when the employee furnishes it
• Meals—when they become part of the employee’s wages 
• Lodging—when it is part of the employee’s wages and when is it a perk
• Shortages—the employee came up short, so they have to cover that right?
• Breakage—you broke it so you have to pay for it, legal or not?
• Overpayments—the employee was overpaid so you can just take the money back, or can you?
• Advanced vacation pay—the employee knows the vacation hours were advanced so we can take them back when the employee quits can’t we?
• Loans to employees: what terms can be set while the employee is still active and what can be taken when the employee terminates
• Employee purchases—active employees and terminated employees
• Anti-wage theft laws and the states

 

Session 4 - Payroll Overpayments: Handling them Correctly in 2021

Speaker - Vicki M. Lambert | Duration - 90 Min

Employees can be overpaid in even the most well managed payroll department.  Yes, it does happen when mistakes are made but it isn’t always the result of an error.  Perhaps the employee received a sign on bonus but did not stay for the required length of time. Or the employee was advanced vacation but is now terminating before he or she has fully earned the time.  No matter the reason, overpayments can and do happen and must be handled properly.  The first questions that usually arise relate to IRS regulations.  What is required if the overpayment occurred this year?  But what if it occurred in a previous tax year, does that change the rules?  Are the rules different for federal income tax than they are for social security or Medicare taxes?

Recouping overpayments is also much more complex than just adhering to IRS code! Wage and hour law compliance must also be honored when dealing with overpayments. Before the payroll department even needs to determine IRS requirements they must first determine if recouping the over payment is even legal under the FLSA.  Issues such as exempt employee status, minimum wage and overtime rules for nonexempt employees must be considered when recovering overpayments from employees.

And of course, the overpayment did not occur in a vacuum when it comes to state laws. Each individual state may have their own compliance issues involving wage and hour laws!  Is there a time limit for recouping the overpayment in that state? Does the employee have to be notified in advance before the deductions can begin?  Or does the state just say NO! to the whole process?    

Webinar Objectives

• We will discuss these regulations and more including the private letter ruling that governs the IRS requirements.
• We will examine the FLSA requirements on recouping overpayments including the 1998 opinion letter that spells out these requirements.
• We will also discuss how to conduct research to determine the state’s requirements for handling overpayments.
• We will review the wage and hour laws of several states and the factors that they use to determine if an overpayment can be recouped.

Webinar Highlights

Handling Overpayments under IRS and State Tax Codes:

• Why a 1990 IRS Private Letter Ruling on handling overpayments applies today 
• Correcting overpayments in the same calendar tax year
• Why asking for the gross is better than the net check for prior year overpayments
• Correcting FICA taxes for a prior year overpayment
• Correcting FUTA/SUI taxes
• Using Form W-2 or Form W-2c to report overpayments

Wage and Hour Laws and Their Impact on Recouping Overpayments:

• The standards under the FLSA in terms of timeframe for recouping prior year overpayments
• Is a written agreement for repayment always required under the FLSA
• Collecting overpayments from exempt employees and its effect on salary basis compliance
• Recouping overpayments and its effect on minimum wage and overtime requirements
• Can employers treat advanced vacation payments as overpayments if an employee terminates
• Where do the states stand on recouping overpayments

 

Session 5 - Payroll Deductions in 2021: What Can and Cannot be Deducted from an Employee’s Wages

Speaker - Vicki M. Lambert | Duration - 90 Min

In payroll we calculate the gross wages of an employee by meticulously following strict regulations on what must be or must not be counted as hours worked and taxable income. We pay the employee their net paycheck only by the payment method that is permitted.  But what about in between? When it comes to deducting from the employee’s gross wages to achieve the net income are you also adhering strictly to the rules?

After calculating gross wages for an employee is accomplished, much more difficult decisions have to be made. What must an employer deduct from an employee’s wages? What can be deducted legally? What can never be deducted? These questions and more must be answered correctly before processing that paycheck. And if this is the employee’s final check…the rules may change! Handling deductions is a complex task that payroll must get right every time for every payroll check. Failure to deduct the proper taxes could result in penalties on the employer from the IRS, but making an illegal deduction for a fringe benefit or for collecting an overpayment can get the employer a visit from the federal Department of Labor auditor, the state department of labor auditor or both! Sometimes the federal government will allow the deduction, but that certain state will not. 

Of course, everyone knows that payroll deducts for federal and state taxes. However, how much input does the employee have concerning these deductions? This will be answered in this webinar. Which taxes are mandatory, which are a courtesy and which ones the employee controls will be explained during this webinar. If the IRS or the state wants payroll to collect for back taxes; how is that processed? What does payroll do if a “payday loan” deduction is received as opposed to a creditor garnishment? Which ones must we honor and why. This will be discussed during this webinar. 

Fringe benefits are a normal part of payroll for most employees. Deducting for voluntary fringe benefits such as health insurance or group term life can usually be an easy task. But what about health insurance under a medical support order? Does that change how it is processed by payroll? Expert speaker Vicki Lambert will discuss processing voluntary and involuntary health insurance deductions.

Many employers require their employees to wear uniforms for work. Can the cost of the uniforms and their upkeep be deducted from an employee’s wages? What about cash shortages or breakage? Can I deduct the cost of shortage or breakage from the employee’s pay check under the state or federal laws?

Some employers offer meals and lodging as part of the employee’s work contract. What can be deducted from the employee’s paycheck for employer provided meals and lodging and can this be used as credit against the minimum wage paid?

What if an employee is overpaid? Can the employer simply deduct the overpayment from future payments or does the employee have to agree to the deduction in writing? Does the federal law differ from the state law in this area and, if it does, which one does the employer have to follow? 

Many employers advance vacation for their employees to ensure that all employees are rested and working at peak efficiency. But what if the employee takes their vacation in advance and then leaves the company? Can an employer recoup advanced vacation hours from the employee’s final check under federal or state laws?

Many employers give loans, advances on wages to employees or allow employees to purchase items from the employer. We will discuss how these can be recouped or repaid if the employee stays or if the employee terminates.

In this webinar expert speaker Vicki Lamber will discuss what can and what cannot be deducted from an employee’s regular paycheck as well as their final one. Failure to follow the regulations pertaining to employee wage deductions can result in substantial penalties and interest. 

Webinar Highlights

• Taxes—which are mandatory, which are a courtesy, and which ones the employee controls
• Child support—the limits but not beyond
• Tax levies—federal and state
• Creditor garnishments—how many can you honor and how often
• Voluntary wage assignments for “payday loans”—when are they required to be honored
• Handling fringe benefits such as health insurance or group term life
• Uniforms—when the employer pays for it and when the employee furnishes it
• Meals—when they become part of the employee’s wages 
• Lodging—when it is part of the employee’s wages and when is it a perk
• Shortages—the employee came up short, so they have to cover that right?
• Breakage—you broke it so you have to pay for it, legal or not?
• Overpayments—the employee was overpaid so you can just take the money back, or can you?
• Advanced vacation pay—the employee knows the vacation hours were advanced so we can take them back when the employee quits can’t we?
• Loans to employees: what terms can be set while the employee is still active and what can be taken when the employee terminates
• Employee purchases—active employees and terminated employees
• Anti-wage theft laws and the states

 

Session 6 - Essentials of Multistate Taxation

Speaker - Vicki M. Lambert | Duration - 90 Min

Complying with the tax code, tax withholding requirements and deposit schedules for the IRS and one state is complicated enough. But for the multistate employer, multiply this by 5, 10, or 20 or even 50 and it can turn into a payroll department's worse nightmare. Not only are there more rules and regulations to comply with, but the penalties can multiply if mistakes are made.

All payroll professionals must know the taxation and reporting requirements for all states where the company has employees working or in the case of reciprocal agreements, living. But for the payroll department that must handle employees who work in multiple states simultaneously or who travel to different states at different times for the employer the taxing and reporting requirements can become an arduous task at best and at worse a total fiasco. Questions must be answered, sometimes on an employee by an employee or even tougher on a case by case basis for an individual employee. Which state income tax is withheld? Does it matter if the employee is a resident or a nonresident of the state? Are there any reciprocal agreements in effect that must be taken into consideration? Which state do we pay the SUI to and what happens if one of the states has disability insurance but the other doesn’t? Or worse yet what if both states require disability insurance to be deducted?

Some employers may even think they have solved this logistics and regulations nightmare by simply withholding the income for and paying the SUI over to the state where the employee lives. And this might appear to be good in theory but in actual practice, it is an audit disaster waiting to happen and happen it will. Only if the employee is performing some work in the state in which they live would the employer have a hope of passing the audit for paying the SUI. But when it comes to state income tax audits it won’t even come close.  Most states require state income tax withholding for wages paid for work performed in the state. The only ground given in this area is usually for reciprocal agreements and nonresident employees who may be in the state for a limited time. No, the only way to determine the proper taxation for multiple state employees is by researching and apply the requirements for each state. And this is where this webinar will help. This webinar will cover the intricacies and requirements that must be addressed by the multistate employer.

Also, an employer with employees working in multiple states doesn’t just have taxes to deal with. Now there are also wage and hour laws to contend with! In a different (read: higher) minimum wage? Are the overtime rules different? Would that employee still be exempt?

Webinar Objectives

This webinar discusses the handling of state taxes, wage and hour law, and garnishments when an employee lives in one state and works in another, or works in two or more states simultaneously.  Includes determining liability as an employer, reciprocal agreements, resident and nonresident taxation, Form W-4 equivalents, state unemployment insurance, wage and hour law requirements, and garnishment withholding.

Webinar Agenda

By the end of this webinar the attendee will have: 

• Gained knowledge of the requirements under wage and hour laws when an employee works in two or more states
• Learned how to handle garnishment withholding for a multistate employee
• Understand how to determine state withholding liability and how it is affected by the residency of the employee
• Gained knowledge in reciprocal agreements and the difference between taxing residents on their worldwide income and non-residents on the income earned within the state
• A better knowledge of the three calculation methods permitted to determine taxable wages for state income tax including the volume of business ratio method and the time basis method
• A clear understanding of the basics of the four-factor test used to determine the payment of state unemployment insurance

Webinar Highlights

• How to determine state withholding liability
• Who is a resident
• How reciprocal agreements affect taxation of wages
• Resident and nonresident taxation policies
• The four factor test for state unemployment insurance
• Income and unemployment taxation of Fringe benefits
• What wage and hour laws must be followed
• How to handle income and unemployment insurance taxation for employees working in multiple states
• How working in multiple states could affect withholding for garnishments
• Withholding requirements when an employee is in a state temporarily
• Which states require the use of their own Withholding Allowance Certificate, which states allow either theirs or the Form W-4, and which states don’t have a form
• Reporting wages for multistate employees on Form W-2

 

Session 7 - Payroll Requirements for Terminated Employees

Speaker - Dayna J Reum | Duration - 60 Min

Understand the Complexity of Payments and Laws while dealing with Terminated Employees

This webinar with industry expert Dayna J. Reum will go into detail that employers face when paying terminated associates. Dayna will review everything to final pay to stock options and payments to employees that may occur years after they terminate, along with reviewing the difficult situation when you have to pay terminated employee’s legal settlements.

Dayna will also cover the tax implications and how to handle taxes are several different types of termination pay. Due to the complexity of payments and laws in several states protesting terminated employees, It is important for the payroll department to understand these laws to ensure compliance.

Webinar Objectives

• Review of different types of term pay from vacation pay to golden parachute payments.
• Discussion around stock options and deferred compensation after termination
• Taxation concerns regarding payments made to terminated employees
• Timing of final pay for terminated employees including state law requirements
• Year-end concerns
• Discussion around deceased employee payments 
• How to handle legal settlements
• Record Retention Concerns
• Best Practices to protect employers

Webinar Agenda

• Termination Pay-When you have to pay
• Types of Term Pay
• Employment Tax Concerns
• Year-End Considerations
• Terminations due to death
• Legal Settlements
• State UI Funds
• WARN Act
• Severance Payments    
• SUB Plans

 

Session 8 - Toolkit for Conducting Exit Interviews

Speaker - Bob Verchota | Duration - 60 Min

An employee hands in his resignation and walks out the door and with him walks out valuable skills, knowledge, and capabilities. You are sorry to see him leave and you don’t want to lose any more like him. Also walking out is the key to how to keep good employees and how to make your business better than ever. The key is Exit Interviews.

Exit Interviews can provide critical information that only leaving employees can provide. This is information that can reduce turnover and increase retention. With this information it is possible to increase employee satisfaction, improve business systems, increase engagement and commitment, and maximize quality. Simply put, information is power, and Exit Interviews can provide strategic knowledge that you can‘t live without.

This webinar will give you all the tools you need to start your Exit Interview program or improve the one you have. It isn’t rocket science but there are best practices and considerations for doing them well. Our intent is to get you up to speed as quickly and effectively as possible.

Webinar Agenda

• Learn the 7 steps for implementing a program
• Understand the value of developing a listening culture
• Receive 13 reasons for implementing webinars
• Understand the difference between the employee’s perspective and employer’s perspective
• Receive the pros and cons of face-to-face, phone, questionnaire, and consultant interviews
• Learn who should conduct interviews and when they should be held
• Learn the value of 2nd interviews
• Receive suggestions for making the employee comfortable and getting honest answers
• State the ins and outs of questionnaire administration
• Answer how to handle involuntary terminations
• Learn when offering confidentiality can be a problem
• 15+ considerations in conducting the actual interview
• Keys to effective listening
• Importance of documentation for legal protection
• Learn considerations for analyzing and reporting information
• Learn importance of taking action and getting the most out of the interviews

Webinar Highlights

In your toolkit you will receive:

• A copy of the PowerPoint slide deck
• 179 sample interview questions in 11 different areas
• A sample Exit Interview Policy for you to personalize
• A sample Exit Questionnaire
• Live question and answer period

 

Session 9 - Performance Reviews: A Step-By-Step Process for Conducting them Meaningfully and Effectively

Speaker - Chris DeVany | Duration - 90 Min

In order to function at maximum effectiveness, a manager must master critical communication skills, including active listening, the ability to receive and provide constructive feedback, to resolve conflicts and to coach and mentor. Since both managers and employees often view performance appraisals with anxiety, attention is given to preparing for and conducting performance discussions that are objective, complete and defensible. During the webinar, you'll be able to share experiences and participate in various exercises with other participants to better understand how to obtain the best possible performance from employees.

Webinar Objectives

After attending this webinar, you will understand how to even more effectively:

• Conduct motivational and directional performance appraisal reviews
• Planning the review
• Managing the review process
• Subtle ways to keep sensitive employees from having their feelings hurt
• How to suggest improvement to an employee’s performance in a way that boosts an employee's spirits       
• Why employees sometimes fear reviews
• Ways to increase standards of performance

Webinar Highlights

Would you like to conduct more effective performance reviews? Would you like to know how to give people “bad news” in a way which will not hurt but in fact improve your working relationships? Would you like to be able to suggest improvement in a way which encourages rather than discourages?

If you answered “yes” to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to improve our team members’ and team’s performance!  

 

Session 10 - Using Behavior-Based Interviewing for Hiring the Right Talent

Speaker - Bob Verchota | Duration - 60 Min

Regardless of skill, hiring a person who is a bad fit is wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee is never going to reach optimum performance, be fully engaged, and they are likely to leave. The company is then left with another expensive recruitment along with the disruption of having talent walk out the door. (Recruiting expenses are typically 50 – 100% of an individual’s annual salary).

The minute a new employee walks in the door they begin to evaluate whether they made a good decision (70% of new hires make the decision to stay at or leave an organization within their first six months). If it is a poor fit they never become engaged and typically they turnover quickly leaving you to pick up the pieces.The solution is to implement strategies that identify the right talent (skills and abilities) and the right fit (personally, culturally, and socially). And there are critical elements that will make it a good match for you and the employee.

Webinar Objectives

• Understanding the job requirements and critical skills needed for success – aligning the skills, knowledge and abilities that support success with the organization culture and how work is done. 
• Behavioral Based Interviewing – to accurately assess the candidate’s skills and abilities and goodness of fit. Behavioral interviewing looks at what the candidate actually did vs. what they hypothetically would like to do. We’ll show you how to use this style of interviewing to your advantage. 
• Errors in evaluating candidates – where do they come from and how to minimize or avoid entirely. 
• Developing your process – from start to finish a planned approach to making critical decisions on who to hire.

Webinar Agenda

Behavioral based interviewing is a critical part of building a successful team of employees. With this webinar companies will have tools to improve their new-hire processes.

Participants will receive:

• 43 Behavioral Based Interview Questions
• Acceptable and Unacceptable Inquires chart
• Competencies for Job Descriptions and Interviewing
• Behavior Based Questions (338) organized by Key Performance Areas

Webinar Highlights

•    Learn the “SOAR” method for creating Behavioral Based Interviewing
•    Receive 43 Behavioral Based Interview Questions
•    Top 10 Tips for Interviewers
•    Understand source of interviewer rater errors
•    How to link corporate values to employee selection
•    How to interview for “best fit”
•    What are acceptable and un-acceptable areas of inquiry
•    How probing/follow-up questions can make a big difference
•    Use Behavior Anchored Rating system to evaluate candidates
•    Building your interview process into the performance management system

 

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