To attract the best and most qualified candidates, you’re going to want to write a detailed job description and post it on a variety of job boards and websites. As you craft the language in your job descriptions and advertising, keep referring back to the EEOC laws to make sure you aren’t showing a preference for or against a person’s race, color, religion, sex, national origin, age, or genetic information.
For example, if your ad suggests a preference for “recent college graduates,” you may be accused of age discrimination. Or, if your copy states, “Men wanted for construction work,” you could be in violation of sex discrimination laws.
The same rules apply for general recruitment efforts. For example, if an employer relies exclusively on word-of-mouth recruitment within a specific ethnic group, and it results in new hires primarily from the same ethnic group, that may violate the law.
