One company was sued over interview questions, another over a pre-employment test and a third faced an EEOC charge over criminal background checks. This 60-minute webinar on interview questions and pre-employment screening helps you avoid those traps.
You'll review federal anti-discrimination laws, including Title VII and protections for gender, gender identity and sexual orientation, religion and race, the Pregnancy Discrimination Act, ADA/ADAAA, ADEA and GINA, plus affirmative action duties for federal contractors under EO 11246, Section 503 and VEVRAA.
The session then covers illegal and ill-advised questions with examples, social media use, I-9s, criminal background checks, and medical, strength, skills and personality tests.
WHY SHOULD YOU ATTEND?
The hiring process is full of hidden pitfalls, from the wrong question in an interview to a test or background check that draws a discrimination charge. If you want to hire quality candidates and keep your process on track, this webinar shows you what to avoid.
It suits CEOs, COOs, hiring managers, HR practitioners and in-house counsel.
AREA COVERED
Anti-discrimination laws
- Title VII: gender (including gender identity and sexual orientation), religion and race
- Pregnancy Discrimination Act
- ADA/ADAAA
- Age Discrimination in Employment Act (ADEA)
- GINA
Affirmative action
- Whether you are a federal contractor or subcontractor
- Regulations: EO 11246, Section 503 and VEVRAA
Screening and interviews
- Social media
- I-9s
- Criminal background checks
- Illegal and ill-advised interview questions, with dos, don'ts and examples
- Pre-employment testing: medical exams, strength tests, skills tests and personality tests
LEARNING OBJECTIVES
- Summarize the federal anti-discrimination laws that apply to hiring
- Determine whether you have federal contractor affirmative action obligations
- Recognize illegal and ill-advised interview questions
- Use social media and criminal background checks lawfully in screening
- Choose medical, strength, skills and personality tests that comply with the law
- Handle I-9s as part of the hiring process
WHO WILL BENEFIT?
- CEOs
- COOs
- Hiring Managers
- HR Practitioners
- In-House Counsel
The hiring process is full of hidden pitfalls, from the wrong question in an interview to a test or background check that draws a discrimination charge. If you want to hire quality candidates and keep your process on track, this webinar shows you what to avoid.
It suits CEOs, COOs, hiring managers, HR practitioners and in-house counsel.
Anti-discrimination laws
- Title VII: gender (including gender identity and sexual orientation), religion and race
- Pregnancy Discrimination Act
- ADA/ADAAA
- Age Discrimination in Employment Act (ADEA)
- GINA
Affirmative action
- Whether you are a federal contractor or subcontractor
- Regulations: EO 11246, Section 503 and VEVRAA
Screening and interviews
- Social media
- I-9s
- Criminal background checks
- Illegal and ill-advised interview questions, with dos, don'ts and examples
- Pre-employment testing: medical exams, strength tests, skills tests and personality tests
- Summarize the federal anti-discrimination laws that apply to hiring
- Determine whether you have federal contractor affirmative action obligations
- Recognize illegal and ill-advised interview questions
- Use social media and criminal background checks lawfully in screening
- Choose medical, strength, skills and personality tests that comply with the law
- Handle I-9s as part of the hiring process
- CEOs
- COOs
- Hiring Managers
- HR Practitioners
- In-House Counsel