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AVOIDING DISCRIMINATORY PRE-EMPLOYMENT SCREENING

Before an interview begins, employers should take steps to make sure that they reached all the thoroughfares of the pool of qualified applicants. For more details, visit http://www.intelifi.com/technology/emerge/<br><br>Follow us!<br><br>Facebook: https://www.facebook.com/intelifi/<br>Wordpress: https://intelifiblog.wordpress.com<br>Youtube: https://www.youtube.com/channel/UCgf2JNnVUpO-9YaiaNxO7Rw

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AVOIDING DISCRIMINATORY PRE-EMPLOYMENT SCREENING

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  1. AVOIDING DISCRIMINATORY PRE-EMPLOYMENT SCREENING

  2. During pre-employment screening, interviews have been a common practice. However, while interviews are important factor in the hiring process, there are certain questions asked which are unnecessary and seemingly discriminatory.

  3. Companies should be meticulous on choosing interviewers. A skilled interviewer is someone who can properly assess an applicant without running through inessential information. This is to avoid human rights complaint and lawsuits.

  4. Pre-employment screening procedures should include a strategy that supports programs regulated to improve the opportunities for disadvantaged sectors in relation with their age, ethnic origin, disability or anything that denotes discrimination.

  5. On the event that a complaint was filed, the company needs to show evidence that the data collected from the pre-employment screening process was not and will not be used for anything that signifies discrimination.

  6. For more information about pre-employment screening, visit http://www.intelifi.com/technology/emerge/ (800) 409 -1819

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