Practical Guidelines For Hiring

In general, employers should consider answering the following questions before interviewing applicants and while reviewing application forms:

  • Is this question necessary to evaluate the applicant’s ability to perform the job?
  • Is this qualification necessary to the performance of the job?
  • Might this question inadvertently reveal a protected class status, like religion or marriage status?
  • Are inappropriate assumptions being made about women, minorities, or other protected class members?
  • Does this question (or qualification requirement) have a disproportionate impact on a protected class, such as women or minorities?

About Michael Miller

Michael is a Chambers-rated attorney in Briggs and Morgan's Employment, Benefits, and Labor group and is head of the firm’s Employment Law Counseling and Compliance practice group. He has 25 years experience counseling employers to prevent unwanted litigation and advises companies of ongoing changes in federal, state and local employment law. Michael advises employers in all areas of employment law including discipline and discharge, leaves of absence, wage and hour compliance, non-compete and confidentiality agreements, affirmative action plans, background checking, and drug/alcohol testing. For Michael's full bio, click here.

Posted on May 24, 2011, in Hiring and tagged . Bookmark the permalink. Leave a comment.

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