Evaluation Criteria and Legal Considerations
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Defining clear, job-relevant evaluation criteria is crucial to establishing the target standards and benchmarks candidates must meet or exceed throughout the hiring process. The scorecards, rubrics, and assessments (if applicable) used should map directly to the desired skills, experience, and behaviors listed in the job description and reflected across the organization.
Make a copy of this evaluation guide to develop a scorecard for interview answers.
While conducting an interview, it's important to consider labor laws related to:
Protected Classes: Avoiding questions that relate to protected characteristics such as marital status, children, disabilities, pregnancy, age, ethnic background, religion, or sexual orientation, as these can lead to claims of discrimination if the candidate is not hired.
Equal Opportunity Employment: Adherence to equal employment opportunity laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), which prohibit discrimination based on race, color, religion, sex, national origin, age (40 or older), disability, or genetic information.
Privacy Rights: Respecting candidates' privacy by not delving into non-job-related personal issues and protecting their personally identifiable information (PII) at all steps of the process