Federal Law > Hiring Employees > Recruiting, Applications and Interviews

Recruiting, Applications and Interviews

 
RECRUITING The first aspect of the hiring process an employer should consider is the manner in which applicants are made aware of vacancies in positions at the business. Employers should be aware of certain issues when developing or revising their recruiting process: Informal hiring processes. Employers should be careful to avoid exclusive hiring of employees through informal processes which may bring in only those applicants who are similar to current employees. This process may screen out qualified minority candidates and could be construed as circumstantial evidence of race discrimination. Courts have found that "word of mouth" advertising techniques do, in fact, perpetuate racial imbalances in the workplace.1 Employers should utilize Login to read more.

Related Articles

03/15/2010 Les Schwab Tire Centers Agrees To Pay $2,000,000 To Settle Hiring Discrimination Case Involving Females
02/09/2010 ALJ Finds Bank of America Discriminated Against African-American Job Applicants
12/31/2009 Outback Steakhouse To Pay $19 Million For Sex Bias Against Women In 'Glass Ceiling' Suit By EEOC
08/24/2009 Test for Paul Recruiting
08/20/2009 Gerber Products Agrees to Pay $900,000 to Minorities and Females for Alleged Hiring Bias
08/13/2009 R-Anell Housing to Pay $200,000 to Settle EEOC Sex Bias Suit; Training Included as Part of Settlement
 

HR CARE®
MEMBER LOGIN

Username: *

Password: *
Accept terms *
Login failed.
 
copyright 2000 - 2010 Curtis Communications, Inc. All rights reserved. | Access to the HR Care publications is subject to certain terms and conditions.