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Leveling the Playing Field - Fair Employee Selection Strategies

Establish a value-based process, execute the process in an impartial way, and identify areas for improvement.

As companies endeavor to build workforces that reflect the communities they serve, they often meet practical challenges when trying to achieve this result. This topic assists the managers and teams responsible for creating and conducting employee selection processes ensure that their procedures are as equitable and free of inadvertent bias as possible. The material will discuss methods for establishing a value-based process, executing the process in an impartial way, and reviewing and identifying areas for improvement. Discrimination during the hiring process could be extremely costly for a company and could lead to fines, litigation costs, and bad publicity. Acquiring the right talent is the most important key to growth and is an investment that pays for itself.

Runtime: 90 minutes
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Embrace Diversity From the Get-Go

  • Begin the Hiring Process With an Eye Towards Diversity and Inclusion. Promote It at All Levels in the Workplace and Make It a Company Value
  • Articulate the Screening/Hiring Criteria, Supervisors and Search Team Members Should Work Together to Develop Criteria That Support the Mission and Values of the Organization but Are Also in Direct Alignment With the Purpose and Essential Duties of the Position
  • Identify the Skills Needed to Get the Job Done. Outline Them in Posting for the Position
    • Avoid the Risk of Unintentional Bias From Establishing Minimum Qualifications That Are Unnecessarily Rigid and Exclusive, Potentially Creating Disparate Impact to Minorities, People of Color and Other Underrepresented Groups; Thinking and Writing From the Privileged or Dominant Perspective Only; Focusing Too Closely on Tasks and Qualifications, Expecting the Qualifications to Screen the Pool Rather Than the Search Team
  • Commit to Hiring the Best Talent Possible Every Time

Develop Structured Interview Process

  • Human Bias Is Inevitable in the Interview Process, but Can Be Reduced. Interviewers Should Ask Candidates the Same Set of Questions. While Follow-up May Vary Based on Candidate's Responses Initial Questions Should Be the Same and Written to Assess the Applicants Ability in General Areas
  • Have a Diverse Panel of Employees or Managers. This Secures Multiple, Different Opinions on Each Applicant and Holds Interviewers Accountable
  • Use a Hiring Scorecard
  • Identify Disqualification Reasons Why a Particular Candidate Wasn't Hired to Ensure the Process Is EEOC- Compliant
  • Once You Have Developed Your Process, Use It Consistently

Self-Audit Your Process

  • Continue to Review and Improve the Process
  • Collect Candidate and Internal Feedback Systemize Feedback Using Surveys and Questionnaires to Measure the Candidate's Experience
  • Continue to Ensure That Individuals Involved in the Selection Process Are Trained
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on August 2, 2019.

Call 1-866-352-9540 for further credit information.

  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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More Program Information

Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Rudi Julius

Rudi Julius

Robinson Brog Leinwand Greene Genovese & Gluck P.C.

  • Associate in the office of Robinson Brog Leinwand Greene Genovese & Gluck P.C.
  • Practice emphasizes all aspects of employment law
  • Represent clients in federal and state courts in employment actions and business disputes
  • Advises and counsels management and employees on employment issues, including workplace policies and practices; compliance with city, state, and federal government-mandated employment policies; harassment, discrimination and retaliation; disciplinary and termination decisions; privacy issues; medical leaves of absence; accommodation of employee disabilities; and employment and separation agreements
  • J.D. degree, Cornell Law School
  • Can be contacted at 212-603-6328 or [email protected]g.com
Stephania C. Sanon

Stephania C. Sanon

Ellenoff Grossman & Schole

  • Associate in the labor and employment law practice group of Ellenoff Grossman & Schole with over 6 years of labor and employment experience in the private and public sectors
  • Advises and counsels employers on a variety of workplace issues such as employee policies, disability and leave management, discipline, termination, reductions in force, noncompetition and separation agreements and affirmative action compliance
  • Litigates a broad range of cases from individual employment disputes to class actions under, among others, the FLSA, Title VII, the ADA, the ADEA and various state and local employment statutes
  • J.D. degree, Florida State University College of Law; B.A. degree in psychology, Cornell University
  • Can be contacted at 212-370-1300 or [email protected]
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

All of your training, right here at Lorman.

Pay once and get a full year of unlimited training in any format, any time!

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Product ID: 404484
Published 2019
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