George Lenard

Can Passive Candidates Leverage Superior Job Security Terms?

George Lenard
I began thinking about negotiating job security terms into employment agreements as a result of a recent conversation with a friend who was positioned like a typical much-sought-after passive candidate. I concluded this may be a useful item for the creative recruiter’s toolkit. This man had a long, promotion-filled tenure with his current employer, which is a well-established, fast-growing, and relatively recession-proof company. A startup was offering him a higher-paid position with more responsibility and upside…

Proof of Discrimination in Recruiting and Hiring Procedures as Evidence of Disparate Impact

George Lenard
In last month’s Recruiting Trend’s article, I explained the disparate treatment method of proving discrimination. It relies mainly on exposing lies, inconsistencies, and unequal treatment as a basis for inferring the intent to discriminate. You might therefore think that an employer or recruiter could avoid discrimination liability by having a pure, prejudice-free heart, always speaking the truth, and using objective, consistent methods to identify candidates and pare down the applicant pool. You would be very…

What Does Climbing the St. Louis Arch have to do with Proving Discrimination?

George Lenard
As I wrote in my last Recruiting Trends column, discrimination laws apply to recruiters, and their actions on behalf of clients. In this article I explain how courts analyze claims of discrimination. In doing so, I hope to help recruiters better understand the risks of employment discrimination litigation and how to best reduce those risks. I’ll explain “disparate treatment,” the most common way to prove discrimination, by stepping back to an earlier era and a much…

Can Recruiters Be Liable for Employment Discrimination?

George Lenard
This is the first of a series of RecruitingTrends.com articles in which I lay the foundation for such knowledge.

Which is true:
Third-party recruiters can't be liable for discrimination in recruiting because discrimination laws apply only to employers. Third-party recruiters can't be liable for discrimination in recruiting because they don't actually decide whom to hire. Third-party recruiters can be liable for discrimination in recruiting, but not if they are merely carrying out their clients' discriminatory requests. None of the above If you chose number 4, you get an "A" for the day. Recruiters do, in fact, have significant…