Employment practices liability is a constant threat for employers and recruiters who must hire regularly. At a staffing agency, this is your entire business, so the risk can be even greater than it is for other companies. This means it’s important to take extra precaution, too. There are a number of techniques you can pick up to integrate into your interviewing technique and sidestep common liabilities.
Keep Questions Strictly Professional
If you see that your candidate graduated from a college in your hometown, it may be tempting to comment and ask about their background, too. Though these questions can be innocuous, they can also be interpreted as discriminatory. Keep questions related to professional experience only.
Don’t Ask for Unnecessary Details
Your position may require weekend availability, and you may inquire about this because it is relevant to the position. You should not, however, ask for additional details. Your candidate’s availability may be related to religious activities, but it isn’t a good idea to ask for clarification or seek out this information.
Focus on Essential Job Functions
It is legal and reasonable to ask a job candidate whether or not they are able to perform the essential duties of the job. Making a judgment outside of their own self-assessment is discriminatory, however, and poses a major employment practices liability.