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Fair Hiring
Before Hiring You May Want To Consider The Following:
 Review the essential job functions. What skills will be needed by an applicant to successfully perform the job?
What kind of interview questions will help determine if an applicant can perform the essential job functions? If you intend to pre-screen applicants, develop objective and relevant benchmarks and apply them uniformly.
Review how you advertise and recruit. Are all areas of the community being reached or are some groups being excluded? Note that word-of-mouth or employee referral methods of recruitment may be unlawful if the current workforce is not representative of the area population.
If using an application form, carefully review it to ensure it does not ask for discriminatory, irrelevant or nonessential information.
Are there any application or interview barriers for a person using a wheelchair, having a hearing or vision impairment, a learning disability or others who may need an accommodation?.
When advertising, be careful about the language used. Ads which imply or express an unlawful preference or limitation, such as “young, energetic” (age discrimination), should be avoided.
It is reasonable to assume that all questions on an application form or in an interview are for a specific purpose and that decisions are made on the basis of the answers given. In deciding if a question is unlawful, the employer should determine why the information sought is necessary. For example, why is it important to know a person’s age, or their ability to speak Spanish? If the answer does not provide job-related information to determine a person’s qualifications, it is a strong indication the question should not be asked. Questions that do not produce information that helps the employer choose the most qualified applicant tend to raise questions as to the employer’s motive for asking.
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