July 14, 2020

Volume X, Number 196

July 13, 2020

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Employee Recruiting Best Practice Reminders

If you are a hiring manager or human resources professional who posts job openings to your organization’s website, carefully review the content to ensure it is specific, clear and concise. Be aware that these postings will be picked up by other internet sites or job boards and that the language you use to describe the position will be taken verbatim from your posting.

Be sure that each posting describes the objective criteria, such as knowledge or skill sets, and avoids subjective language. This will allow the applicant to gain a better understanding of what your organization seeks and expects for the position. It also can save time for everyone by eliminating applicants who are unqualified or otherwise unsuited for the position.

When you are posting jobs on internet job boards, be sure you select sites that reach minority populations. A diverse workforce is highly desirable, and inclusive advertising practices can support your defense in the event of claims of bias in your selection process.

Finally, select candidates to interview whose resumes match the job requirements and reject those that do not. While employers with 15 or more employees must retain hiring records for each position for at least one year from the date the hiring decision is made to cover Title VII, ADA and ADEA requirements, it is recommended that you keep the resumes and applications of individuals who apply for advertised positions for at least three years.

© 2020 Wilson ElserNational Law Review, Volume VI, Number 222


About this Author

Jacqueline Harding, Employment Attorney, Wilson Elser Law Firm

Jacqueline Harding is well regarded for her service as chair of the firm’s Pro Bono Committee and her involvement in professional activities devoted to the advancement of women and minority attorneys. Jackie’s law practice focuses on labor and employment law in addition to product liability, business and health care litigation. In her practice, Jackie represents clients in state and federal courts, arbitrations, mediations, civil service commission hearings, EEOC/DFEH administrative hearings, and labor commission and OSHA hearings. She has litigated several class action lawsuits brought...


Diana Estrada represents employers in a wide variety of employment-related matters, including both defense of litigation and counseling regarding legal compliance. Diana is a member of the American Bar Association’s Labor & Employment Equal Opportunity Committee, which concerns itself with significant developments in employment discrimination law.

Diana’s priorities are her clients’ priorities. She approaches the handling of each case based on the clients’ particular business needs and goals. Once she has identified her clients’ definition of a “win,” she tailors her strategies to achieve it.