I am starting a new job and I have the ability to hire staff. Would it be burning a bridge with my former employer if I hired people who I previously signed on to work for me there, or is that typical and expected?

It is not uncommon for employees to play follow the leader, but whether or not it burns a bridge for the boss depends on many factors. How large was your staff? Are you looking to take one or two people, or are you going to raid the firm? Did you leave on good terms? Are these individuals likely to leave regardless? Do you have any sort of agreement that prevents you from soliciting employees? Telling your former employer what your plans are, and giving them time to prepare to backfill, is a professional courtesy and will usually result in cooperation and thus rarely burn a bridge. Just make sure your staff wants to follow you, and that you can actually hire them, before you put their jobs on the line.

Periodically, I get calls from recruiters asking if I am interested in various jobs. I’m happy where I am and not looking to leave. What is the protocol here? I don’t want to waste anyone’s time taking meetings and potentially having the word get out that I am looking when I’m not. Any advice?

This is a nice problem to have. A bigger problem is when they stop calling. Some people are constantly putting themselves out there and taking calls and meetings. Others play hard to get. Both extremes make little sense. On the one hand, you don’t want to give the impression that you are always on the lookout for your next move or the highest bidder, which doesn’t give anyone confidence. On the other, you don’t want to be so aloof that people stop trying. Always express appreciation for the interest and let people know that you are happy and not actively looking, but that if the right opportunity comes along you are willing to listen. Networking is important even when you aren’t looking for a job, so grabbing a coffee to stay acquainted with recruiters is important. You want them to get to know you better so that you remain on their radar, and then only call you with opportunities that might pique your interest.

Gregory Giangrande is a chief human resources and communications officer in the media industry. E-mail your career questions to gotogreg@nypost.com. Follow Greg on Twitter: @greggiangrande. His Go to Greg podcast series is available at iTunes.