Hire at Will

 

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Hire at Will

So, after a long, excruciating search, you've found the perfect job candidate. Now what?

Hiring the best candidate used to be such a simple, straightforward process. Nowadays, bringing on a new hire can leave you exposed to a crippling lawsuit.

Your hiring practices are under scrutiny like never before. You simply have to get it right the first time, from placing the ad to interviewing to the questions you put on your job application – because disgruntled applicants will sue.

checkbox Yes! Rush me Hire at Will. I understand that I can review my copies risk-free. And if I don't immediately see how I can hire anybody I want – without worrying about getting sued – you'll refund my entire purchase price. No questions asked, and I'll have no further obligation. On that basis, here's my order.
Yes! I want to hire the best candidate without fearing a lawsuit.
We respect your privacy.
Dear Employer:

Ready to hire? Be careful … it’s a minefield out there. One misstep and you may end up facing a hefty lawsuit – and to add insult to injury, the person who sues you may well be someone you would never have considered hiring in the first place.

Equally hard to believe, you may be sued even by someone who never applied for your position, on behalf of theoretical applicants who were discouraged from applying because of your ad or application procedure.

It’s hard to believe, but let’s start at the very beginning with the ad you’ll place once you’ve determined the ideal qualifications of your future employee. That’s the simple part. Or is it?
  • Using age as a job-selection criterion (“energetic, recent HS grad”)? This violates the Age Discrimination in Employment Act.
  • Perhaps you thought “waiter” and “busboy” were gender-neutral terms. They’re not.
  • Nothing wrong with requiring a high school diploma, right? Some states prohibit discrimination against anyone who has obtained a GED in lieu of a high school diploma.
Yikes. So much for the simple part.

In the good old days not too many years ago, employers never doubted their ability to hire freely. The hiring process itself was simple and straightforward: You put an ad in the paper; sifted through résumés; met the most promising candidates; asked questions about honesty, ability, health and commitment; checked references; and selected the person you thought would do the best job.

If you didn’t think the candidate was a good fit for the position, you simply did not hire him or her. End of story.

But many employers today believe laws and regulations have turned the hiring process into a bureaucratic nightmare rife with potential lawsuits.

Fortunately, the editors of The HR Specialist have created a unique Special Report just for people like you who are ready to hire – a report packed with advice and real-life examples to show you exactly what you can legally do to hire the people you believe are the most qualified, without fear of facing huge jury verdicts, out-of-court settlements or unproductive time spent preparing for a lawsuit.
You're the one doing the hiring. Shouldn't you be able to bring your ideal candidate on board without fear of a costly lawsuit?
checkbox You're right. I want to design a hiring process that doesn't violate federal, state and local discrimination laws while I hire the best and the brightest for my organization. Give me the insights found ONLY in Hire at Will.
Yes! Show me how to hire safely and legally.
We respect your privacy.
We feel so strongly about the important information in this report that we urge you not to make your next hire without reading it. It’s chock-full of invaluable advice you’ll not just want to know, but need to know, to keep your organization in compliance and out of court, and for your own peace of mind.

We are now releasing this invaluable “boss’s hiring rights manual” to HR professionals and executives across the country.

Hire at Will will tell you all about:
  • What the federal Age Discrimination in Employment Act (ADEA) and EEOC regulations say about discrimination against candidates age 40 or older.
  • 13 ways to reduce your cost per hire and still get the best person for the job.
  • 8 loaded interview questions that elicit the information you’re really looking for without having to come right out and ask.
  • Written tests for honesty, personality, aptitude and productivity … which ones work best? Which are legal? Which ones should you avoid absolutely?
  • When you can safely refuse to accommodate a disabled worker – ADA or no ADA.
  • How to avoid the trap of “negligent hiring” and the expensive trouble it brings.
  • The “magic” statement to include on all job applications to retain your right to fire at will.
Once you see the potent strategies in Hire at Will, we guarantee you’ll feel more optimistic about your abilities to make wise hiring decisions. As you’ll discover, you have many more rights and far more power than the “workers’ rights” lobby would like you to think.
You're the one doing the hiring. Shouldn't you be able to bring your ideal candidate on board without fear of a costly lawsuit?
checkbox You're right. I want to design a hiring process that doesn't violate federal, state and local discrimination laws while I hire the best and the brightest for my organization. Give me the insights found ONLY in Hire at Will.
Yes! Show me how to hire safely and legally.
We respect your privacy.
This 68-page Special Report includes everything our employment-law experts could think of to put you on a straight course to compliance. You’ll thoroughly explore the ins and outs of the law. And even while concentrating on legalities, the material is put forth in direct, plain English and logically divided into these chapter titles:
  • What You Should Know Before You Hire
  • The Application Form: Make It Sweat Out the Truth
  • Make the Most of Interviews
  • Make Testing Work for You
  • Legal Ways to Check Out Applicants
  • Negligent Hiring: Bounce Out of the Trap
  • Make the ADA Work for You
  • Legal Roadblocks in the Promotion Process
  • Save Big With Independent Contractors
  • Exit Interviews: Do’s and Don’ts
So arm yourself with the proven strategies in Hire at Will. Don’t spend another minute wasting time and energy worrying about what problems might arise from your hiring process, and start looking forward to getting your promising new hire off to a great start.


Sincerely,



Pat DiDomenico
Editorial Director
You're the one doing the hiring. Shouldn't you be able to bring your ideal candidate on board without fear of a costly lawsuit?
checkbox You're right. I want to design a hiring process that doesn't violate federal, state and local discrimination laws while I hire the best and the brightest for my organization. Give me the insights found ONLY in Hire at Will.
Yes! Show me how to hire safely and legally.
We respect your privacy.
P.S. Remember, there’s absolutely no risk. If you don’t see how you can hire the best worry-free, we’ll refund your entire purchase price – no questions asked – and you'll have no further obligation.
P.P.S. You do NOT have to be at the mercy of applicants you are not planning to hire. Get your copy of Hire at Will today and take firm control of your own hiring process! From now on, you'll be able to tell unqualified applicants they didn’t get the job without worrying you’ll wind up in front of a judge.


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