STRUCTURE IN HIRING LEADS TO YOUR NOT GETTING SUED
 
Did you know?
 
> 1 in 5 employers ADMIT to having asked an illegal interview question & candidates can sue you for this.
 
> If you hire someone you knew (or SHOULD HAVE known) was
"dangerous, dishonest, or unfit for a position", you can be sued for negligent hiring.
 
>Employers lose ~79% of negligent hiring lawsuits, with an average settlement of ~$1M!
 
If you think structure doesn't matter in hiring, just wait till a lawsuit changes your mind.

Don't wait to learn this for yourself.

A structured hiring process is not only 5 times more effective at preventing bad hires than an unstructured hiring process....
 
Structure can protect you from lawsuits (when properly executed/enforced).
 
A couple ideas to incorporate:
 
>Require that interviewers use interview guides (& that each guide specify the ?'s & topics that are legally permissible).

>Require that screening plans outline a defensible set of attributes/skills required for success in the job (& a plan for how to screen for those things).
 
A structured process allows you to incorporate the above kinds of protections.

An unstructured process by definition does not.