Going Beyond Ticking the Boxes – Ensuring Equal Employment Opportunity and Streamlining Hiring Practices

Going Beyond Ticking the Boxes – Ensuring Equal Employment Opportunity and Streamlining Hiring Practices

Going Beyond Ticking the Boxes – Ensuring Equal Employment Opportunity and Streamlining Hiring Practices

Janine Ordman | Aug, 8 2017

Employee recruitment seems easy enough, but anyone who has ever had to hire someone would tell you that it can easily become a minefield if done without forethought or the necessary understanding of an organization’s Equal Employment Opportunity (EEO) policy and fair employment laws. We wouldn’t be Coggno if we didn’t try to improve your in-house training, so read on if you’d like for us to guide you in successfully traversing the tricky terrain of hiring practices…

What you should know before hiring new employees

It is essential that the staff responsible for hiring, firing, promotions, wages, harassment, training, and employee benefits have a very good grasp on the following:

1. The organization’s Equal Employment Opportunity (EEO) policy

In the United States, it is illegal to discriminate against a potential or existing employee-

a.) based on their Race; Color; National origin; Religion; Sex (including gender identity, pregnancy, and sexual orientation); Age (40>); Disability and genetic information
b.) in any work situation (e.g. hiring, firing, wages, promotions, etc.)
c.) This is enforced by the U.S. Equal Employment Opportunity Commission (EEOC) and most employers with at least 15 employees, as well as most labor unions and employment agencies, are covered by EEOC laws. Covered organizations are, therefore, required to have an EEO policy in place to guide all practices related to employees (as per point 1.c. mentioned earlier).

2. The appropriate evaluation of applicants against job-related requirements

The importance of a good employee-organization fit cannot be overstated. When employees are hired to do a job that falls within their skillsets and if they possess values aligned with those of the organization, they are more easily retained and less likely to be disengaged at work. Consequently, it is required that an organization’s hiring staff-

– possesses the ability to identify the types of skills required within an organization and to create suitable job descriptions to focus their talent search,
– knows where to recruit individuals who possess these skills,
– have the skills to develop interview questions and recognizing verbal and non-verbal cues during interviews that would assist in identifying ideal candidates; and
– create offers aligned with their organization’s policy to entice the right candidates to want to work for them.

Courses to equip staff in developing and following lawful, appropriate hiring practices

True to form, we have selected the following four courses to equip your hiring staff with the knowledge and skills to develop and implement discrimination-free hiring practices and ensure that your business always has the proficiencies it requires to function at its best:

Course 1: Hiring Legally (Duration: 23 minutes)*

Hiring Legally Course

Course 2: How to Hire Peak Performers (Duration: 20 minutes)*

How to Hire Peak Performers Course

Course 3: Hiring (Duration: 26 minutes)*

Hiring Course

Course 4: Business Essentials: Hiring Practices (Duration: 75 minutes)*

Business Essentials- Hiring Practices

*30% OFF, valid thru Sept. 9th, 2017

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