Interviewing and Hiring Lawfully
Help your teams navigate the interview process without the interference of discrimination to find the best talent.
Course description
Traliant’s Interviewing and Hiring Lawfully training is a 40-minute course that provides practical skills for lawfully and effectively interviewing applicants for hire or promotion. Vital for all HR professionals, supervisors and any non-supervisory employees who participate in hiring processes, the course explains how to effectively interview applicants using behavior-based techniques, how to avoid unlawful or inappropriate questions and comments during an interview, how to compare and assess candidates and how to properly document the process. The course is kept up-to-date with changes in federal and state law.
This course is part of the Employment Law Fundamentals Certificate Program which gives managers the practical information they need to comply with the complex web of employment.
ONLINE TRAINING
Interviewing and Hiring Lawfully
The course covers a variety of topics, including:
- What questions to ask in an interview and which to avoid
- How seemingly ordinary questions may raise discrimination concerns
- How to prepare for an interview
- How to ensure a fair and consistent hiring process
- Note taking and recordkeeping
THE TRALIANT DIFFERENCE
Compliance you can trust.
Training you will love.
Legal expertise
Our in-house legal team monitors the latest laws, rules and regulations, so you don't have to. You can rest assured that our courses are continuously compliant.
Brilliant training
Take your training from boring to brilliant. With cinematic-quality videos produced by our Hollywood-based team, your employees will love our customizable, interactive, story-based training.
Valued partnership
Our main focus? It’s all about making your job easier. We do that with unmatched responsiveness and seamless deployment, dedicated to driving your success.
Meaningful impact
We don’t just deliver brilliant training, we help you create meaningful impact by broadening your employees' perspectives, achieving compliance and elevating culture.
KEY FEATURES
Why you'll love our training
It’s time to embrace a new era of online training with a valued partner who will ensure seamless implementation, a truly enjoyable learning experience, and courses with continuous compliance you can trust.
Compliance expertise
Traliant's in-house legal expertise ensures training is accurate and kept up-to-date with any regulatory changes.
Accessible to users with disabilities
Traliant provides an inclusive experience for all users, including those with disabilities, by going beyond Section 508-C standards and offering WCAG 2.1/2.2 AA.
Story-based learning
Our story-based approach blends leading instructional design with Hollywood talent to produce engaging, interactive and nuanced training.
Course administration
Traliant makes it simple to roll out training to your workplace and provide technical support directly to your employees at no additional cost.
Course customizations
Tailor courses to include your logo, relevant policies, workplace images, and more. Traliant can even customize the course with scenarios that take place in your own workplace environment.
Translations
Training is available in English, Spanish and is supported in over 100 languages.
COMPLIANCE EXPERTISE
Your partner in training compliance
Uniquely qualified in-house compliance team
Our exceptional in-house Compliance Advisory Team is led by Michael Johnson, Chief Strategy Officer and former U.S. Department of Justice attorney who has provided training and guidance to organizations like the Equal Employment Opportunity Commission, Google, the United Nations, and the World Bank.
Keeping you compliant, effortlessly
Keeping up with the complex web of employment laws — especially if your workforce spans multiple states — can be tricky. That’s why we offer a streamlined training solution that ensures you stay compliant with federal, state, and local regulations, so you can focus on what matters most: your team.
Simplifying your policies and handbooks
Crafting an employee handbook that meets legal standards can be daunting. Let us ease the burden. We help you navigate regulatory changes to ensure your policies and handbooks not only comply with the law but also reflect industry best practices.
What to consider when choosing the most effective interviewing and hiring lawfully training
- Prevent legal issues: Unlawful hiring practices can lead to costly lawsuits and reputational damage. Training helps to ensure that organizations are complying with federal and state laws related to employment discrimination and other legal requirements. See Traliant’s article, 7 ways to ensure fair legal recruiting, interviewing and hiring practices to learn more.
- Attract and retain top talent: By creating a fair and inclusive hiring process, organizations can attract and retain the best candidates.
- Promote a strong ethical culture: Training helps to create a culture where hiring decisions are based on qualifications, rather than bias or favoritism.
- Empower managers and HR professionals: Training provides employees with the knowledge and skills they need to conduct effective interviews, make informed hiring decisions, and avoid potential legal pitfalls.
- Enhance the hiring process: Training helps to create a more consistent, fair, and compliant hiring process.
- Foster a culture of respect and inclusion: Training promotes a workplace where hiring decisions are based on merit and where all candidates are treated with respect.
- Race, ethnicity, national origin, or ancestry.
- Religion or religious beliefs.
- Gender identity or sexual orientation.
- Marital status or plans to have children.
- Age.
- Disability.
- Arrest record or criminal history.
- Use behavioral-based interviewing techniques: These types of questions encourage candidates to share examples of how they have handled situations in the past, providing insight into their skills and experience.
- Focus on the essential functions of the job: The questions should be relevant to the job's responsibilities and requirements.
- Avoid leading questions: Questions should be open-ended and allow candidates to provide their own perspectives and insights.
