{"id":213,"date":"2014-09-22T11:52:34","date_gmt":"2014-09-22T11:52:34","guid":{"rendered":"https:\/\/www.avacon.org\/handbook\/?page_id=213"},"modified":"2020-04-29T20:16:38","modified_gmt":"2020-04-29T20:16:38","slug":"recruitment-interviewing","status":"publish","type":"page","link":"https:\/\/www.avacon.org\/handbook\/chapter-8\/recruitment-interviewing\/","title":{"rendered":"Recruitment & Interviewing"},"content":{"rendered":"

<\/a>RECRUITMENT & INTERVIEWING<\/h1>\n
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Page Sections<\/h1>\n
RECRUITMENT & INTERVIEWING<\/a><\/div>\n
Recruitment & Advertising Open Positions<\/a><\/div>\n
Recruiting a Diverse Applicant Pool<\/a><\/div>\n
Know What Can and Can’t Be Asked in an Interview<\/a><\/div>\n<\/div>\n

 <\/p>\n

<\/a>Recruitment & Advertising Open Positions<\/h1>\n
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As new positions open or become available, AvaCon’s Executive Board will work with members of the appropriate team to develop a position description that accurately describes the position’s responsibilities, duties, and necessary skills. Position descriptions should follow a standard format, which can be seen on the Previous Job Postings<\/a> page of this handbook, and all job postings must include the following language for EEO compliance:<\/p>\n

AVACON IS AN EQUAL OPPORTUNITY EMPLOYER. All employment decisions at AvaCon are based on business needs, job requirements, and an individual\u2019s skills, knowledge, abilities, job performance and other appropriate qualifications, without regard to race, ethnicity, religion, national origin, ancestry, disability, medical condition, genetic information, marital status, sex, age, sexual or affectional orientation, veteran status, gender identity and expression, or any other characteristic protected by law. AvaCon is committed to the Civil Rights Act of 1964, Executive Order 11246, and any other laws or regulations relating to equal employment opportunity.<\/em><\/p>\n

<\/a>Recruiting a Diverse Applicant Pool<\/h1>\n
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AvaCon is deeply committed to an inclusive physical and virtual environment free from discrimination, and one of the key ways that we increase diversity in the metaverse is by recruiting a diverse applicant pool for open positions. In addition to posting positions on our website, on LinkedIn, and through social media, we also will post positions to publications and sites with a diverse readership to encourage the application of women, minorities, veterans, and persons with disabilities.<\/p>\n

[This area is under construction. Locations to post open positions to increase diversity will be listed here.]<\/p>\n

<\/a>Know What Can and Can’t Be Asked in an Interview<\/h1>\n
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Discrimination in hiring is not only illegal, it can result in an organization missing out on the best candidates for a job. Through the hiring process, you will need to be aware of anti-discrimination laws and how they apply in the context of recruiting and hiring.<\/p>\n

Federal laws prohibit discrimination on the basis of race, color, national origin, sex (including pregnancy), religion, age (40 and older), disability, citizenship status, and genetic information. State and local laws may prohibit discrimination based on additional characteristics, such as sexual orientation, marital status, smoking, or weight.<\/p>\n

When hiring, the best practice is to avoid asking about characteristics that you cannot legally consider in making your decision\u2014or closely related characteristics. For example, you cannot make decisions based on an applicant\u2019s national origin, so you shouldn\u2019t ask questions about the applicant\u2019s birthplace or \u201cnative\u201d language. The chart below will help you stay on the right side of the line.<\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Topic<\/strong><\/td>\nCAN Ask<\/strong><\/td>\nCANNOT Ask<\/strong><\/td>\n<\/tr>\n
Name<\/strong><\/td>\nWhat is your full name?Have you worked for any organization under a different name?<\/td>\nWhat is your maiden name?Do you have an original or prior name?<\/td>\n<\/tr>\n
Residency<\/strong><\/td>\nHow long have you been a resident of this state or city?<\/td>\nDo you rent or own your home?<\/td>\n<\/tr>\n
Birthplace<\/strong><\/td>\nCANNOT ASK<\/td>\nWhere were you born?<\/td>\n<\/tr>\n
Race or Ethnicity<\/strong><\/td>\nCANNOT ASK<\/td>\nWhat country are you from? Where are you from originally?<\/td>\n<\/tr>\n
Age<\/strong><\/td>\nAre you 18 years or older?<\/td>\nHow old are you?What is your date of birth?<\/td>\n<\/tr>\n
Religion<\/strong><\/td>\nCANNOT ASK<\/td>\nWhat religion are you?What religious holidays do you observe?<\/td>\n<\/tr>\n
Marital Status<\/strong><\/td>\nCANNOT ASK<\/td>\nAre you married or single?Do not require selection of Mr. Mrs. or Ms.<\/td>\n<\/tr>\n
Parental Status<\/strong><\/td>\nCANNOT ASK<\/td>\nDo you have any children?Will you need childcare?<\/td>\n<\/tr>\n
Gender<\/strong><\/td>\nCANNOT ASK<\/td>\nDo not require selection of Mr. Mrs. or Ms.<\/td>\n<\/tr>\n
Sexual Orientation<\/strong><\/td>\nCANNOT ASK<\/td>\nDo not require selection of Mr. Mrs. or Ms.<\/td>\n<\/tr>\n
Disability<\/strong><\/td>\nThese are the essential functions of this job: [provide list].How would you perform these tasks?<\/td>\nDo not make any inquiries about a person’s physical ormental condition unless it is specifically and directly related<\/p>\n

to requirements for a specific job.<\/td>\n<\/tr>\n

Citizenship<\/strong><\/td>\nAre you legally authorized to work in the United States?<\/td>\nAre you a US citizen?Are you a naturalized citizen?<\/td>\n<\/tr>\n
Languages<\/strong><\/td>\nWhat languages do you speak and write fluently?<\/td>\nWhere did you learn that language?<\/td>\n<\/tr>\n
Education<\/strong><\/td>\nWhat academic, vocational, or professional education,including degrees and certificates have you earned?<\/td>\nWhere did you go to college?Where did you go to high school?<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

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RECRUITMENT & INTERVIEWING Page Sections RECRUITMENT & INTERVIEWING Recruitment & Advertising Open Positions Recruiting a Diverse Applicant Pool Know What Can and Can’t Be Asked in an Interview   Recruitment & Advertising Open Positions As new positions open or become available, AvaCon’s Executive Board will work with members of the appropriate team to develop a […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":211,"menu_order":0,"comment_status":"closed","ping_status":"open","template":"","meta":{"footnotes":""},"class_list":["post-213","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/pages\/213","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/comments?post=213"}],"version-history":[{"count":5,"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/pages\/213\/revisions"}],"predecessor-version":[{"id":535,"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/pages\/213\/revisions\/535"}],"up":[{"embeddable":true,"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/pages\/211"}],"wp:attachment":[{"href":"https:\/\/www.avacon.org\/handbook\/wp-json\/wp\/v2\/media?parent=213"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}