Interviewing – Guidance on Appropriate Questions. Introduction.
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Discrimination laws can be confusing, and interviewers sometimes find themselves surprised at what questions can be considered discriminatory. With time and effort, however, interviewers can get the information needed for decision making without violating the law.
This sample presentation is intended for hiring managers. It is designed to be presented by an individual who has knowledge of legal interviewing practices.
This is a sample presentation that must be customized to include and match the employer’s own policies and practices.
At the end of this training, you will be able to:
**Arrests and convictions
**The U.S. Equal Employment Opportunity Commissionapproved guidance on employer use of criminal background checks. While, the EEOC guidance does not prohibit employers from considering criminal information during the hiring process, it does require employers to take new steps to prevent discrimination under Title VII of the Civil Rights Act of 1964. Title VII pre-empts a state or local law requiring a criminal background check if the check is not job related and consistent with business necessity.
Please be sure to complete and leave the evaluation sheet you received with your handouts.
Thank you for your attention and interest!