Trying to find that perfect employee can be a daunting task. As an employer, you want to ensure that you get a solid applicant pool from which to choose those to interview and, hopefully, find just the right person to work for your company. This task can be made easier with solid job descriptions to help you walk through the process. (see
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Syllabus:
Job Posting & Notifications: What are Your Liabilities? Webinar
Objectives of the Presentation
Internal and external job postings Job postings and social media Distinguishing between essential and marginal job functions Special requirements for federal contractors Why you must have a "closing" date on job postings Disparate impact issues Who is an applicant for recordkeeping purposes? Internet applicant rules Using computer programs to weed through applications
Why Should you Attend
You have this "solid" job description and then proceed to post your needs internally and externally - most likely using social media such as monster.com, LinkedIn.com, or the like. Of course, posting on the internet causes you to have literally hundreds (if not thousands) of resumes.
How can you possibly analyze each of these resumes? Do you have to interview every individual who meets your minimum objective job requirements? Are all of these individuals considered an applicant for recordkeeping purposes? And, don´t forget - a large applicant pool inevitably leads to claims of disparate impact in the hiring process. How can you possibly avoid the legal landmines?
Seminar Summary:
Trying to find that perfect employee can be a daunting task. As an employer, you want to ensure that you get a solid applicant pool from which to choose those to interview and, hopefully, find just the right person to work for your company. This task can be made easier with solid job descriptions to help you walk through the process. (see
full course description)
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