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Interviewing for Effective Low-Risk Hiring, Online Training Format

Read About Recertification and Continuing Education Requirements
  • 1.25 HRCI Credit
  • 1.25 SHRM PDCs
  • 1.5 Florida CLE Credits
  • 1.5 Georgia CLE Credits
SKU: 618
$11.88

Interviewing for Effective Low-Risk HiringYou 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.

TARGET AUDIENCE
Managers/Supervisors/Risk Management & HR Professionals

TIME TO COMPLETE
75 minutes

PURPOSE
To enable managers and supervisors to conduct a comprehensive interviewing process effectively, without violating anti-discrimination or other civil rights laws.

LEARNING OBJECTIVES
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.



TOPICS COVERED

  1. Employment Laws
  2. Recruitment Procedures
  3. Before the Interview
  4. During the Interview
  5. After the Interview



If you're not completely satisfied with the quality of our courses, we will refund your money - guaranteed. Click here for detailsFORMS INCLUDED

  • 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


ACCREDITATION
HR CERTIFICATION INSTITUTE
HRCI logo 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.)

SHRM logo 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.


Interviewing for Effective Low-Risk Hiring

Table of Contents

  • Course Objectives
  • Preface
  • Introduction
  • Chapter 1: Laws Prohibiting Discrimination
    • Page 1, 2
  • Chapter 2: Recruitment Procedures
    • Assess the Position
      • Page 3
    • Select Recruiting Sources
      • Page 4
    • Create Job Postings and Advertisements
      • Page 5
    • Have Candidate Complete Employment Application
      • Page 6, 7
    • Institute and Follow an Application Procedure
      • Page 8, 9, 10
  • Chapter 3: Before the Interview
    • Page 11
    • Be Prepared
      • Page 12, 13
    • Develop Non-Discriminatory Questions
      • Page 14, 15, 16
    • Develop Non-Discriminatory QuestionsIdentity
      • Page 17
    • Develop Non-Discriminatory QuestionsGender
      • Page 18
    • Develop Non-Discriminatory QuestionsReligion
      • Page 19, 20
    • Develop Non-Discriminatory QuestionsAge
      • Page 21
    • Develop Non-Discriminatory QuestionsRace, Citizenship, or Nationality
      • Page 22
    • Develop Non-Discriminatory QuestionsDisability
      • Page 23
    • Develop Non-Discriminatory QuestionsSocial or Economic Status
      • Page 24, 25
    • Develop Non-Discriminatory QuestionsEducational Background
      • Page 26, 27
  • Chapter 4: During the Interview
    • Set the Right Tone
      • Page 28, 29
    • Introduction of Drug Free Workplace
      • Page 30
    • Document Key Points
      • Page 31
    • Close Graciously
      • Page 32, 33
  • Chapter 5: After the Interview
    • Page 34, 35, 36, 37, 38, 39, 40
    • Retain Pre-Employment Documents
      • Page 41, 42
  • Chapter 6: Conclusion
    • Page 43
  • Chapter 7: Quiz
    • Page 44
  • Quiz (multiple choice)
  • Chapter 8: Time to Review
    • Page 45





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