Employees sometimes think telling their boss they’re eager to advance is the same as applying for a promotion. It’s not. They will have a hard time winning a failure-to-hire lawsuit if the employer has a formal application process.
If you have moved most of your recruiting and hiring processes online, you’re in the sights of watchdogs looking for hidden or intentional age discrimination.
Unsuccessful applicants often believe they didn’t get hired because of some form of discrimination. You had better be ready to show that the person you hired was clearly better qualified. If you can do that, chances are a discrimination lawsuit will be tossed out fast.
When transgender employees notify an employer of a name/identity change, HR should treat the situation like any other legal name change, the U.S. Citizenship and Immigration Services announced last month.
Scrub applications and résumés of information that may reveal identifying personal characteristics. That way, hiring managers or screening committees won’t initially know details that might lead to claims of discrimination.
Informal employment inquiries can sometimes lead to failure-to-hire lawsuits. The best way to avoid such litigation is to set up a clear application process and tell all potential applicants that this is the only way they can apply.
When you interview with a résumé in front of you, the applicant controls the interview. You naturally find yourself referring to the résumé throughout the interview and asking questions related to that information. That’s exactly what the applicant wants.