Join us for this special employment law update. In 75 minutes, you’ll learn how to

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  Avoid the biggest legal hiring mistakes.

  These are more common than you think.

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  Revamp your hiring policies and processes.

  We’ll take a look at common practices that need to go, and what to put in their place.

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  Create sustainable diversity efforts that are also lawful.

  Fixing one form of discrimination shouldn’t trigger another.

   

Before you post that ad, make sure your hiring process is in order

Agenda for Hiring Overhaul

• Overhauling the process. So much has changed in the past few years that your entire hiring process needs an overhaul. Don’t miss essential changes like where to look for the best candidates without discriminating; how and when to use AI for screening, interviewing and hiring; and how to create fair, equitable and non-discriminatory pay scales.
• Writing the job description. We’ll go beyond buzzwords and benefits and talk about essential points you must cover to comply with labor laws. We will also tell you why you may need different job descriptions for remote and on-site positions even if they’re essentially the same jobs.
• The advertisement. A quick checklist will help you make sure you’re meeting equal opportunity and new anti-discrimination laws. We will have tips on where to recruit for the most diverse and talented prospects in the market for a job.
• The good and bad of AI. We’ll go over the pros and very real cons of using hiring software systems. Yes, it is possible for robots and other AI tools to discriminate. And that video interview? It may reveal more than you really want to know.
• Background checks. From criminal to social media to credit checks, we will discuss where and why background checks are illegal. Background checks are essential to avoiding wrongful-hire lawsuits but can trigger failure-to-hire litigation. The trick is knowing how to legally get the information you need for making informed hiring decisions.
• Interviewing. What questions you should absolutely never ask at any point in the interview process. How and why you should be using a hiring committee whose recommendations should almost always be accepted.
• Making the offer. Why you should never set starting salary based on past pay and why you should carefully word that offer letter to avoid losing the right to fire at will.

Anniken Davenport is a noted employment law attorney and the editor of the HR Specialist: Employment Law newsletter series. She has authored several books, including Bullet-Proof Your Employee Handbook and Overtime & Other Tricky Pay Issues, published by HR Specialist. She is the co-author of the upcoming Labor & Employment Law for the 21st Century by Prentice Hall. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.

Anniken Davenport Attorney and author

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