Description
Learn how you can work efficiently and effectively to find the best talent within the constraints of applicable laws.Identifying and attracting the most qualified employees can be a difficult and timeconsuming process, complicated by a myriad of associated legal issues. Many employers fail to realize the potential exposure associated with certain hiring processes. It is crucial to understand the issues and hazards associated with recruiting in order to mitigate those risks. This topic will help those responsible for hiring understand the potential issues that may arise and considerations for how to prevent those issues.
Date: 2021-10-12 Start Time: End Time:
Learning Objectives
Attracting Qualified Applicants
• What to Post and What to Avoid
• How to Avoid Potentially Discriminatory Language
• What Job Requirements to Include
• Commitment to DEI
• Where to Post
• Legal Implications of Posting on Certain Sites (i.e., Posting on Social Media and Reaching a Younger Demographic)
• Reaching Diverse Applicants • Post on Diverse Job Boards
Resume Review/Screening
• Information That Can Be a Proxy for Protected Status
• Gaps in Resume • Gender/Parental Status/Criminal Background Discrimination
• Over-Qualified Candidates • Age Discrimination
• Ban-the-Box Laws
• Implicit Bias
• Studies Regarding Identical Resumes With Stereotypically Black/Latino or White Names
• How to Avoid Implicit Bias
• Anonymize Resumes
• Use AI in Screening
• Are Employers Liable When Screening Is Done by Third Party (Temp Agency, Recruiter, etc.)?
Taking Into Consideration Information From Sources Other Than Application
• Pros and Cons of using Google/Looking at Social Media
Questions and Answers
HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Gregory P. Abrams-Faegre Drinker Biddle & Reath LLP, Katrina W. Forsyth – Faegre Drinker Biddle & Reath LLP, Caroline L. Guensberg – Faegre Drinker Biddle & Reath LLP
