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Dangerous Interview Questions: What Will Keep You Out Of (Or Open You Up to) Litigation

Webinar: ID# 1018069
Recorded CD
Qty:
About This Course:
Many interviewers often end up covering information with applicants which is improper and may result in failure to hire litigation.

This occurs, not because interviewers are acting maliciously or with the intent to discriminate against applicants, but because they are not able to recognize how seemingly innocent questions can elicit improper information. Inconsistent questioning and documentation also contributes to the problem.

Understand and identify the types of questions that you should and should not ask.

This topic is critical for employers that want to ensure their decisions to hire or not hire an applicant can be explained and supported by a process and documentation that a lawful interview took place.

Agenda

Before the Interview
  • Job Description
  • Preparation for Interview
The Interview
  • Questions Not to Ask During Interview
  • Questions You May Ask
  • Beware Social Media
  • Legitimate Reasons to Reject Applicant
After the Interview
Mock Interview
About The Presenters

John D. Bryan
  • Associate in the White Plains office of Jackson Lewis P.C.
  • J.D. degree, Pace University School of Law; B.A. degree, Pennsylvania State University
Richard D. Landau, Esq.
  • Shareholder in the White Plains office of Jackson Lewis P.C.
  • Represented employers in all aspects of labor and employment law and has extensive experience providing employers with strategic advice relating to union organizing and in proceedings before the National Labor Relations Board; negotiated hundreds of collective bargaining agreements in dozens of industries including complex contracts covering over 1,500 employees and handled over 100 arbitrations running the full gamut of labor contract issues
  • Conducts regular seminars in the areas of client specific seminars covering the intricacies of hiring, evaluating, disciplining and terminating staff while minimizing litigation risk; labor union activity including anticipating corporate campaigns; disability, leave, direct threat and reasonable accommodation concerns; sexual and other forms of workplace harassment; identifying vulnerability to workplace violence; ensuring wage and hour compliance including exemption issues; client specific seminars covering the intricacies of hiring, evaluating, disciplining and terminating staff while minimizing litigation risk
  • J.D. degree, Boston University School of Law; B.S. degree, Cornell University School of Industrial and Labor Relations
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Dangerous Interview Questions: What Will Keep You Out Of (Or Open You Up to) Litigation
Available on CD format
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