Legal and effective interviewing is an important first step to ensure that organizations both select the right resources and avoid falling into the legal trap.
On paper, hiring and firing are an organization’s prerogative. But in reality, owing to the myriad changes brought about into the concept of employment at will; organizations that are ham-handed or arbitrary in their hiring and firing are at risk of inviting lawsuits. Legal and effective hiring is a useful first step if organizations have to avoid falling into this quagmire.
Legislations That Vindicate Legal and Effective Hiring
The concept of employment at will has been necessitated owing to a series of legislations that have aimed to curb the tendency of employers to be willful and capricious in their hiring and firing policies. A few of these include:
- Title VII of the Civil Rights Act
- Not documenting vital communication can lead to lawsuits
- Lack of proper and sufficient HR documentation can land organizations and HR professionals in big trouble
Among the first prerequisites for organizations is to make sure that it has followed all the proper steps to conducting an interview with a candidate it seeks to hire.
Do’s for Ensuring Legal and Effective Interviewing