In this video, human resources professional consultant and trainer Catherine Mattice explains how to avoid discrimination when conducting job interviews. Learn how to know the difference between legal and illegal questions. The tutorial also covers the use background checks, pre-employment tests and drug screening appropriately.
- Hopefully you've cast a wide net…and brought in a diverse pool of applicants…with your job posting.…Now your job is to explore all of your candidates' skills,…experience, education, and personality,…in order to find the best fit.…Unfortunately, the interviewing and hiring process…can sometimes present a chance…to discriminate against a candidate,…even if you didn't mean to.…Under federal law,…it is illegal to discriminate against someone…because of a protected characteristic,…including race, nationality,…religion, and more.…Many states have their own laws…that expand the list of protected characteristics.…
Examples of discrimination…include precluding groups of people…in your job advertisement,…not hiring someone because of age,…or hiring two equally qualified employees…into the same position,…but paying one more than the other.…Only ask candidates questions that are truly relevant.…For example, if you are interviewing a candidate…who indicated she is pregnant…and will need some time off when the baby is born,…you cannot ask…
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Explain the role of administrative HR.
- Describe how to build trust with employees.
- Summarize how to conduct an HR audit.
- Cite the best practices for personnel files and recordkeeping.
- Identify the important tasks involved in writing a job description.
- Recognize the fundamental components of a high-quality onboarding experience.
- Identify effective and ineffective ways to discipline an employee.
- Cite the key reasons for conducting an exit interview.