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Creating Airtight Recruiting Agreements Live Online Training

On Demand Webinar Credits HR Certification Institute, ASA, SHRM, CLE

October 15 at 1:00 - 2:00 pm EST

Understand the importance of negotiating a formal recruiting agreement in order to protect your company’s best interest.
Many companies use third-party agencies to help recruit employees, and companies often begin that relationship with a conversation or a retainer letter, rather than an airtight recruiting agreement. This topic will help explain the importance of negotiating a formal recruiting agreement and will highlight best practices, including outlining the scope of the engagement, negotiating the applicable fee provisions, crafting guarantee and cancellation policies, and considering other key terms and conditions to include in order to protect the company’s best interest. This information will also provide an overview of recruiting and interviewing tips, more generally, including the legal framework for hiring, permissible considerations when interviewing, and the do’s and don’ts of interview questions. This material will discuss the importance of recruiting and building a diverse workforce and will touch on the challenges of remote recruiting in the COVID-19 era.

Learning Objectives

  • You will be able to recognize the value of recruiting a diverse workforce and including that commitment to diversity in a recruiting agreement.
  • You will be able to explain how to issue a spot for problematic fee provisions and other concerning clauses in a recruiting agreement.
  • You will be able to discuss how to advocate for more favorable terms to be in included in a recruiting agreement reflecting your company’s best interest.
  • You will be able to review the permissible considerations and best practices when interviewing candidates for employment.

Agenda

Recruiting 101
  • Traditional Methods vs. Using a Recruiting Agency
      • Advertising on Social Media
      • Remote Recruiting in the Post-COVID-19 Era
  • Legal Framework for Recruiting
  • Recruiting a Diverse Workforce
  • Job Descriptions
Crafting Recruiting Agreements
  • Best Practices at the Outset
  • Fee Negotiation
  • Key Terms and Conditions
  • Other Standard Provisions to Consider
Interviewing 101
  • Permissible Considerations
  • Behavioral-Based Interviewing
  • Do's and Don'ts of Interview Questions
  • Offering Employment
Who should attend?

This live webinar is designed for human resource managers, presidents, vice presidents, business owners and managers, recruiters, compliance officers, benefits professionals, and attorneys.

In Partnership With Lorman Business Center, LLC


Your Instructor


Elizabeth D. Houghton
Elizabeth D. Houghton
  • Associate in the Employment, Labor & Workforce Management Practice, in the New York office of Epstein Becker & Green, P.C.
  • Represents clients in employment-related litigation, including claims of discrimination, harassment, retaliation, failure to accommodate disabilities, and breach of employment contracts and restrictive covenants
  • Advises clients in connection with hiring, the avoidance of litigation, protected leave activity, employee discipline, internal investigations, and employee separation
  • Before joining Epstein Becker & Green, P.C., she served as a litigation attorney at an international law firm, and previously served as an intern at the U.S. Department of Justice, Civil Division
  • J.D. degree, University of Michigan Law School; B.A. degree, University of Michigan

Credits

  • ASA 1.0
  • This program qualifies for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
  • AL CLE 1.0
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.0 hours credit.
  • AR CLE 1.0
  • This course has been approved for 1.0 hours of CLE by the Arkansas CLE Board.
  • Arizona CLE 1.0
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.0 hours toward your annual CLE requirement for the State Bar of Arizona.
  • CA MCLE 1.0
  • Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
  • CT CLE 1.0
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.0 CLE credit(s).
  • HI CLE 1.0
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.0 CLE credit hours.
  • IL CLE 1.0
  • This course was approved for a total of 1.0 hours of MCLE Credit by the Illinois MCLE Board.
  • ME CLE 1.0
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.0 hours of CLE credit under M. Bar R. 12.
  • NH MCLE 1.0
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 60 Minutes.
  • NJ CLE 1.2
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.2 hours of total CLE credit.
  • NV CLE 1.0
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.0 CLE hours.
  • PA CLE 1.0
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.0 hours of substantive law, practice and procedure CLE credit.
  • RI CLE 1.0
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
  • VT CLE 1.0
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.0 hours of CLE credit.
  • WA CLE 1.0
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.0 hours of Law & Legal Procedure credit.
  • WI CLE 1.0
  • This program has been approved by the Board of Bar Examiners for 1.0 hours for use toward the Wisconsin Mandatory CLE requirement.
  • WV MCLE 1.2
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.2 MCLE hours.
  • HR Certification Institute 1.0
  • This program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
  • SHRM-CP/SHRM-SCP Preferred ProviderSHRM 1.0
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Frequently Asked Questions


When does the course start and finish?
The course starts now and never ends! It is a completely self-paced online course - you decide when you start and when you finish.
How long do I have access to the course?
How does lifetime access sound? After enrolling, you have unlimited access to this course for as long as you like - across any and all devices you own.
What if I am unhappy with the course?
We would never want you to be unhappy! If you are unsatisfied with your purchase, contact us in the first 30 days and we will give you a full refund.