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The following document may contain errors in grammar, capitalization, punctuation, abbreviation, number style, word division, and vocabulary. Editing for clarity and conciseness.
Memo
Date: March 14 2015
TO: Jeff Black and HR staff
FROM: Carrie andrews
Subject: Recruiting and hiring Seminar
As you all know the process of recruiting screening and hiring new employees might be a legal minefield. Because we don’t have an inhouse lawyer to help us make every decision, its important for all of us to be aware of what actions are legally acceptible and what isn’t. Last week I attended a American management Association seminar on this subject. I given enough useful information to warrant updating our online personnel handbook and perhaps developing a quick training session for all interviewing teams. First, heres a quick look at the things I learned.
Avoiding Legal Mistakes
1. How to write recruiting ads that accurately portray job openings and not discriminate
2. Complying with the Americans with Disabilities Act
3. How to use an employment agency effectively and safe (without risk of legal entanglements)
How to Screen and Interview More Effectively
1. How to sort through résumés more efficient (including looking for telltale signs of false information)
2. We can avoid interview questions that could get us into legal trouble
3. When and how to check criminal records
Measuring Applicants
1. Which type of preemployment tests have been proven most effective?
2. Which drug-testing issues and recommendations effect us as you can see the seminar addressed alot of important information. We covering the basic guidelines for much of this already; but a number of specific recommendations and legal concepts should be emphisized and underline.
It will take me a couple of weeks to get the personel handbook updated: but we don’t have any immediate hiring plans anyway so that shouldn’t be too much of a problem unless you think I should complete it sooner and then we can talk about that.
I’ll keep the seminar handouts and my notes on my desk in case you want to peruse them.
After the handbook is updated by me, we can get together and decide whether we need to train the interviewing team members.
Although we have a lot of new information, what people need to be aware of can be highlighted and the new sections can be read as schedules allow, although they might be reluctant to do this and we can also talk about that later, at a time of your conveinence that you can select later.
If you have any questions in the mean-time; don’t hesitate to email me or drop by for a chat.
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Explanation / Answer
Date: March 14 2015
To: Jeff Black and HR staff
From: Carrie Andrews
Subject: Recruitment and hiring Seminar
As you all know, the process of recruitment, screening and hiring new employees might become a legal minefield. If we don’t have an in-house lawyer to help us make decisions, it’s important to be aware of what actions are legally acceptable and what aren’t. Last week I attended an American Management Association Seminar on this subject. I have given enough useful information to warrant, updating our online personnel handbook and developing a quick training session for all our interviewing teams. First, here’s a quick look at the things I had learnt:
It will take a couple of weeks to get the personnel handbook updated. We don’t have any immediate hiring plans anyway, so that shouldn’t be too much of a problem. Unless you think that I should complete it sooner and then we can talk about that.
I’ll keep the seminar handouts and my notes on my desk, in case you want to peruse them.
After the handbook is updated, we can get together and decide whether we need to train the interviewing team members.
As we have a lot of new information, what people need to be aware of, can be highlighted.
If you have any questions in the mean time, don’t hesitate to email me or drop by for a chat.
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