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By Jessica Slippen

As an employer, you want to find quality hires that will contribute to your organization long after hiring, onboarding and training. Although finding good people to hire is a priority, you must also maintain fair hiring practices while recruiting.

The Connecticut Commission on Human Rights and Opportunities states that it is illegal to discriminate in the area of employment. The following strategies can help you find quality candidates while ensuring you protect the interests of your business through fair hiring practices.

1. Communicate Your Hiring Policies

Be upfront about what your hiring policies are at the start. Let all candidates know what your selection process looks like, what kind of tools you use to hire and how you overcome bias during the recruiting process.

2. Implement Blind Recruiting Practices

Implement policies and hiring practices that allow for blind selection and hiring. This reduces bias by allowing those involved in hiring decisions to put aside any preconceptions and remain open-minded about all hiring possibilities.

3. Make Your Selection Criteria Clear

When you create selection criteria for a new position, make sure any criteria relate to the job. Determine what your company’s core values are and then let these values translate into your desired hiring criteria.

Your company should continually monitor its hiring practices to ensure they remain fair for all applicants. If you notice any inconsistencies with your hiring practices, work with your human resources department to streamline these processes to protect your business from legal complications in the future.

About the Author
Jessica Slippen is a seasoned attorney who specializes in employment litigation before state and federal courts and administrative agencies. Her expertise covers a wide range of employment issues, including wrongful termination, discrimination, sexual harassment, and retaliation. Beyond litigation, she provides strategic counsel on workplace compliance, personnel policies, and executive compensation, serving both employees and employers.