Recruiting & Hiring (from It's the Law™)

Managing Legal Risk Around Recruiting and Hiring

When it comes to recruiting and hiring, there's a lot you need to know as a manager - unless of course you want to spend the next the next couple of years working with me to try to justify your actions to a jury. A variety of state, federal, and local laws impact how you recruit, hire, and promote people. The best way to ensure that everything is on the up and up is to make sure that every decision is based on the person's ability to do the job!

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It's the Law™: The Legal Side of Management (eLearning Advantage)

It's the Law™: The Legal Side of Management (eLearning Advantage)

Managers have a lot on their plate these days. They are expected to hire the right people for the job, coach and motivate their employees, anticipate problems before they occur, and get their own workloads completed on time and within budget. If this seems like a lot to focus on, it’s not all. We also need them to keep themselves and the organization out of court. Managers and supervisors make decisions every day that impact the lives of the people throughout the organization. They have an obligation to make sure those decisions don’t result in a lawsuit. This is a lot of responsibility for managers. It’s the Law™ can help them put the legalities of management into perspective and keep the organization out of the courtroom.

Training Files (2)

TitleTypeTime/PagesLanguage
It's the Law™ Recruiting & Hiring
Video with graphics and narrator
Video Vignette03:14 min EnglishDemo

Additional Information

Here are some of the topics that are off limits…


The origin of Names. Age. Birthplace and citizenship. National origin. Gender, marital status, and family. Physical condition or disability. Arrest or criminal record. Religion. And who to contact in case of an emergency. These are a few of the questions and topics to be avoided or handled very carefully – especially when screening and interviewing applicants.

Sometimes the candidate brings up one of these topics, so you can’t avoid it altogether. If they do, let them know it is not something you or your company consider, and steer the interview back on course.


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