As a hiring manager you need to dig to learn all you can about a candidate. Unfortunately, the more you learn about a person, the higher your risk of provoking a discrimination lawsuit. When you DON’T know a candidate is pregnant, a recovering alcoholic, or a member of some other protected class, it would be hard for someone to claim that you asked discriminatory interview questions. So how do you learn what you need to know about a potential hire without exposing yourself to legal risk? In this Quick Take you will learn: The “Bias-Free Questioning Model”; what questions in job interviews could cause a lawsuit in The Big Six areas of discrimination (Disability, Age, Gender, National Origin, Race and Religion); and why job descriptions are key to reducing your legal exposure in the hiring process.
This product includes
Learn a single behavior-changing insight in just 5- to 7-minutes.Quiz (& Quiz Answer Guide)
Prove that the learner(s) understand the concept and increase knowledge retention.Discussion Guide
Facilitate a discussion, connecting the concept to your unique challenges.Summary Sheet
Revisit the concept as follow-up or in the moment-of-need.
How do you use this?To kick start Micro-Meetings
Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.To kick start one-on-one coaching
Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.As self-directed learning
Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.