Course Experts
Janine YanceyEmtrain Founder & Employment Law Expert
Recruiting Top Talent and Building Diverse Teams
Course Video Preview
A Hiring manager learns to be more inclusive- Reasons for developing hiring skills
- Writing inclusive job descriptions that don’t limit applicant pools
- Generating diverse pools of candidates
- How to write respectful, inclusive interview questions
- When to apply common evaluation criteria to all candidates
- Best practices for onboarding new candidates
Course Features
- Access to our Anonymous Ask the Expert tool
- Rich video scenarios based on real-world events
- Built-in employee sentiment surveys
- 50+ Machine Translation Options
- Optional program timer
- Policy acknowledgement tool
- Extensive customization options
Lessons
Introduction
Job Descriptions
Recruitment
Behavioral Interviewing
Do's and Don'ts
Evaluating and Onboarding Candidates
Conclusion
Provide Your Feedback
What are Hiring Restrictions?
Making a decision against hiring a candidate due to any biases such as age, race, sexual orientation, religion, physical or mental disability. Deciding whether or not to hire someone based on anything other than their capability to do the job.
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From ‘Ask the Expert’
Emtrain’s Ask the Expert feature enables users to ask questions about compliance, bias, harassment, and diversity & inclusion as they come up. It’s all confidential, and answers are sent straight to their inbox. View some of the example questions below and see the Experts answers.
Q
What questions are hiring managers legally prohibited from asking in interviews?
Thanks for asking. You should avoid questions about age, marital status, religion, medical conditions, disabilities, or plans for children. Even if asked casually, these can be seen as discriminatory and create compliance issues. Stick to job-related questions only.
Q
How can I avoid bias when reviewing resumes?
A good practice is to focus strictly on the skills and experience required for the role. Some companies even use blind resume reviews, removing names or addresses, to help reduce unconscious bias. Taking structured notes also helps keep evaluations consistent.
Q
What’s the best way to document hiring decisions for compliance?
Document the criteria used, interview notes, and the reasons for selecting one candidate over others. Keep records factual and tied to the job description. This way, if questions come up later, you can show the process was fair and consistent.
Q
What restrictions exist around hiring relatives or friends?
Many organizations discourage or restrict it, especially if there’s a direct reporting relationship. The concern is favoritism, real or perceived. If you’re considering hiring someone you know, always disclose it so HR can determine if it’s appropriate.
Q
If a candidate discloses a disability during an interview, how should I respond without violating EEO rules?
The best response is to thank them for sharing and keep the focus on whether they can perform the essential job duties. If accommodations are needed, HR can help guide that process. Avoid probing into medical details — that’s not permitted.
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