These days, you’re probably receiving tons of résumés for open positions. You obviously can’t interview all candidates. But don’t get careless about whom you pick to advance to the next screening level.
Pick important qualities you’re seeking and use them to decide who will get an invitation to interview.
Recent case: Doru Tsaganea, who is of Romanian origin and a Christian, was one of 93 candidates for an assistant professor position. Nineteen candidates, including Tsaganea, were discussed at a department meeting. Based on the number of publications they had, it picked five to interview.
Tsaganea didn’t make the cut and sued, alleging national-origin and religious discrimination.
The court tossed out the case because the department used professional publications as a legitimate selection factor. (Tsaganea v. City University, No. 10-2322, 2nd Cir., 2011)
- Worker facing discharge claims harassment? Investigate first, then fire if still warranted
- TSA's new recruiting strategy: pepperoni, mushrooms
- It's OK to punish drunk worker for misconduct, but not for his disability
- Beware new court trend: Employees use expert to shift blame for failure
- Don't embellish pay and perks to lure candidates; it will backfire