Webinar 1: Avoiding Illegal Pre-Employment Screening Practices: Update on Background Checks, Ban the Box, Criminal Records and Salary Secrecy Law
Credit: 1.5 HRCI, 1.5 SHRM
90 minutes
When it comes to effective hiring, employers often find themselves caught in the middle of competing laws. On one hand, a single bad hire can result in a legal and financial nightmare, including lawsuits for negligent hiring, unqualified employees, loss of business, and even workplace violence. At the same time, employee selection and background screening has become increasingly regulated by new state and federal legislation as a result of litigation over allegedly illegal practices. Consequently, employers must carefully navigate through the hiring and screening process to not only avoid bad hires, but also prevent legal action by ensuring an applicant’s rights were not violated. For example, an increasing number of states, counties, and cities have passed “Ban the Box” laws that prohibits asking about an applicant’s criminal record on the initial application. These laws have morphed into Fair Chance hiring laws that go even further in regulating how employers obtain and use criminal records. In addition, the federal Equal Employment Opportunity Commission (EEOC) issued guidance in 2012 that every employer needs to understand before taking criminal records into account.
Another recent development involves laws that prohibit employers from asking about past salary. Salary secrecy laws are intended to combat historic gender pay gaps, so that everyone is treated fairly. However, hiring managers and human resources departments must understand how to correctly implement these laws in their organizations.
In addition, class-action lawsuits under the federal Fair Credit Reporting Act (FCRA), the law that governs background checks, remain a concern for employers. Even with the United States Supreme Court’s recent ruling that may tend to limit claims based on mere technical violations that did not result in harm, any employee who makes hiring decisions must take careful consideration and have an understanding of the law.
Webinar 2: Behavioral Based Interviewing
Credit: 1.5 HRCI, 1.5 SHRM
90 minutes
A poorly conducted interview can result in bad hires, high turnover rates and expensive rehiring costs. But with behavioral based interviewing questions, you’ll identify candidates who are five times more likely to succeed. In this webinar, you’ll receive step-by-step guidance on how to conduct successful behavioral based interviews. Among other things, you’ll learn about:
- 15 behavioral competencies for job descriptions and interviewing
- The S.O.A.R method of creating behavioral interview questions
- The behavioral interview process
- The value of accurate job previews
- 338 useful interview questions
- The top 10 tips for interviewers
- 43 behaviorally-based questions to uncover the “real” person
- How to effectively rate and compare candidates
- Key steps to follow when preparing for a behavioral interview
- 20+ recruitment sources
- Legally problematic questions
Webinar 3: Weeding Out the Bad Candidates: Best Practices for Sourcing, Resume Review and Pre-Screening
Credit: 1.5 HRCI, 1.5 SHRM
90 minutes
In this practical webinar, you will learn the value of a job description that is on target, why corporate recruiters (and third party recruiters) should phone screen professional candidates, and how to attract better qualified candidates. You will also learn the best tool for disqualifying unqualified candidates who interview well.
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