Interviewing and Hiring
Selecting new employees is an extremely important part of a manager’s job responsibility. It is the goal of an interviewer to hire only the best, but there are many questions as to how to determine who that is. And there is often no formal training for interviewers, so the skills needed to conduct the process efficiently may be lacking. Poor interviewing skills can lead not only to a poor selection but also to discrimination charges. Increasingly, candidates who have not been selected for a position are filing claims with the EEOC. This is a very real concern. According to the EEOC, the hiring process leads to more discrimination claims than any other employment practice. This course will discuss the fundamentals of conducting an effective interview and the ways to avoid creating a potential liability in the process, including knowing which questions are good, which are bad, and which are illegal.
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Frequently Asked Questions
What operational challenges does this course address?
This course addresses employment-law compliance, hiring, and personnel-management challenges supervisors face day to day related to Interviewing and Hiring. Selecting new employees is an extremely important part of a manager’s job responsibility. It is the goal of an interviewer to hire only the best, but there are many questions as to how to determine who that is.
What real-world situations or incidents is this training designed to prepare personnel for?
The training is designed to prepare personnel for situations such as hiring decisions, leave requests, suspected policy violations, and disciplinary actions that require sound, documented supervisor judgment associated with Interviewing and Hiring. Selecting new employees is an extremely important part of a manager’s job responsibility. It is the goal of an interviewer to hire only the best, but there are many questions as to how to determine who that is.
What safety or compliance concerns does this course help organizations address?
This course helps organizations address employment-law compliance obligations (including FMLA, I-9, ADA, and HIPAA) and consistent, legally defensible supervisor decision-making tied to Interviewing and Hiring. It supports stronger awareness, more consistent practices, and better day-to-day decision-making in supervisor decision-making.
Which personnel or departments would benefit most from this training?
This training is most relevant for supervisors and managers responsible for hiring, performance management, and employment-law compliance, along with organizations seeking to strengthen knowledge, consistency, and role-specific readiness connected to Interviewing and Hiring.
How can this course support department readiness, consistency, or professional development?
This course can support department readiness and professional development by reinforcing consistent, legally sound supervisory practices and reducing organizational employment-law risk related to Interviewing and Hiring.
How does this course fit into a broader training program?
This course fits well within a broader training program focused on supervisor and manager development and employment-law compliance training. It can be used to support onboarding, refresher training, continuing education, and more consistent performance across departments and teams.
