You do not need to be a lawyer to successfully manage the hiring process. You only need a basic awareness of EEO laws and regulations and a dedication to work within their guidelines.
Blatant disregard or intentional violation of these laws can create serious penalties, usually financial in nature, for the offending company. Also, be aware that ignorance of the law is no excuse – and not much of a defense when an applicant’s lawyer or government attorney for the Equal Employment Opportunity Commission takes you to court.This course will explain how, when, and why to screen employees. It will give you the tools necessary to plan the interview, ask pertinent questions, avoid civil rights violations, and make informed hiring decisions.
Managers/Supervisors/Risk Management & HR Professionals
TIME TO COMPLETE
To enable managers and supervisors to conduct a comprehensive interviewing process effectively, without violating anti-discrimination or other civil rights laws.
After completing this course, the learner will be able to:
- outline procedures for recruiting new employees and the employment application process;
- develop legally acceptable questions for the interview;
- summarize the proper manner in which to conduct an interview, including setting the right tone and concluding the interview; and
- identify techniques for evaluating each interviewee.
- Employment Laws
- Recruitment Procedures
- Before the Interview
- During the Interview
- After the Interview
- Adverse Action Rejection Letter
- Application Rejection Letter
- Authorization Form to Obtain Consumer Report
- Employment Application Form
- Examples of Employment Laws Affecting the Employment Screening Process
- Interview Evaluation Form
- Sample Open-Ended Questions
- Pre-Adverse Action Letter
- Sample Offer Letter
- Summary of Your Rights Under FCRA
HR CERTIFICATION INSTITUTE
This program has been approved for 1.25 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, visit the HR Certification Institute homepage at www.hrci.org.
(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
THE FLORIDA BAR
The Florida Bar’s Board of Legal Specialization and Education has accredited this course for 1.5 hours of General Continuing Legal Education (CLE) credits. For more information about CLE credits, visit the Florida Bar homepage at www.flabar.org.
The State Bar of Georgia
The State Bar of Georgia has accredited this course for 1.50 hours of Regular CLE credits. For more information about CLE credits, visit The State Bar of Georgia homepage at www.gabar.org.
- Course Objectives
- Chapter 1: Laws Prohibiting Discrimination
- Chapter 2: Recruitment Procedures
- Select Recruiting Sources
- Create Job Postings and Advertisements
- Have Candidate Complete Employment Application
- Institute and Follow an Application Procedure
- Chapter 3: Before the Interview
- Develop Non-Discriminatory Questions
- Develop Non-Discriminatory QuestionsIdentity
- Develop Non-Discriminatory QuestionsGender
- Develop Non-Discriminatory QuestionsReligion
- Develop Non-Discriminatory QuestionsAge
- Develop Non-Discriminatory QuestionsRace, Citizenship, or Nationality
- Develop Non-Discriminatory QuestionsDisability
- Develop Non-Discriminatory QuestionsSocial or Economic Status
- Develop Non-Discriminatory QuestionsEducational Background
- Chapter 4: During the Interview
- Introduction of Drug Free Workplace
- Chapter 5: After the Interview
- Page 34, 35, 36, 37, 38, 39, 40
- Retain Pre-Employment Documents
- Chapter 6: Conclusion
- Chapter 7: Quiz
- Quiz (multiple choice)
- Chapter 8: Time to Review