What kind of stats do you need to measure your employees’ abilities? What is enough? And how do you apply them when looking for new talent?

If something you couldn’t see was keeping your business from growing, wouldn’t you want to do something about it? What if it meant admitting something about yourself you wouldn’t be so proud of, such as the idea that when it comes to hiring, you tend for no reason at all to dismiss some people out of hand while favoring others?

Discrimination is a dirty word -- workplace discrimination doubly so. But if you don’t want your star workers leaving, a bit of favoritism goes a long way, according to William Tincup, CEO of Tincup & Co, an HR consultancy.

The decision to screen job candidates for criminal backgrounds and drug use is often a hard one for businesses to make. Finding the right balance between protecting themselves from liability while still attracting the best job applicants can be tough. But with the right policies and application process, screenings can help a business without hurting its hiring prospects.

They’ve been called cocky, tech-obsessed, entitled and impatient, although the same traits have also been described as confidence, tech-savviness and openness to change. These are the qualities of youth -- regardless of generation -- yet we’re told Millennials are a different breed.

Just how different is a matter of perspective. And to motivate them the right way, perspectives first must change.

Crafting an effective job description is vital for hiring the right people and managing them once hired.