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Do’s and Don’ts of Targeted Job Ads: When They Work—but also When They’re Illegal

Do’s and Don’ts of Targeted Job Ads: When They Work—but also When They’re Illegal

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Do’s and Don’ts of Targeted Job Ads: When They Work—but also When They’re Illegal

Live Webinar: Tuesday, February 26, 2019

1:30 p.m. to 3:00 p.m. Eastern / 10:30 a.m. to 12:00 p.m. Pacific


WEBINAR SNAPSHOT: Learn how to legally use targeted job ads when recruiting new hires.


 

When you’re trying to recruit the best possible talent for that available opening in your organization, it seems to be common sense that you want to post job openings on certain websites or with wording that will attract the demographics you think will fit the job.

But, can this land you in legal hot water?

The technology for job recruiting has changed drastically from when jobs were posted in a hard-copy newspaper or other publication. Even jobs posted under categories on websites like Monster, Indeed, or Ziprecruiter may seem “old school” when there are so many social media options available.

Clearly, you want to target the most likely candidates—those who will be interested and able to perform the job duties. However, a recent lawsuit alleged that T-Mobile US and Amazon discriminated against older job seekers by targeting their ads on Facebook for a younger set. The older individuals in the lawsuit complained that because they were unable to see the ads that targeted younger workers (under 40), they were unable to apply for the job, and that the practice violated the ADEA (Age Discrimination Employment Act).

The practice of microtargeting—selectively targeting certain Facebook or other social media users with age or geographic limits—clearly makes it easier for recruiters to narrow the field of applicants. However, employers need to ensure they don’t violate a federal law like the ADEA. Reviewing ads to avoid any age-specific wording is one way to begin.

Join us on February 26 for an in-depth webinar with an employment attorney for valuable insight into the legal do’s and don’ts of targeted job advertising. Attorney Kimberly Klimzcuk will provide much-needed guidance on how to make efficient choices on how to legally post job ads to reach the preferred audience without any missteps that could result in costly lawsuits.

You’ll learn:

  • How the practice of targeted job ads has evolved from classifieds to much more sophisticated social media ads
  • Why it’s more efficient for HR to narrow the field when recruiting for job openings
  • How to make best use of certain tools to find the right talent, without breaking federal laws
  • Why certain social media giants have revised their job posting policies
  • Best practices in drafting job ads to reach the audience you want
  • How to avoid a lawsuit under the ADEA or other antidiscrimination laws by reviewing the language used in ads, and avoiding specific age or other limitations that can lead to discrimination claims
  • Guidance on anti-discriminatory language—or red flags to look out for
  • And much more!

About Your Presenter

Kim KimczukKimberly Klimczuk, Esq.
Partner
Skoler, Abbott & Presser

Kimberly Klimczuk joined Skoler Abbott in 2004 and concentrates her practice on labor law and employment litigation.  Ms. Klimczuk’s experience includes representing clients in labor arbitrations and before courts and administrative agencies in a variety of areas of employment law, including wage/hour law, discrimination, harassment, wrongful discharge, and breach of contract. Ms. Klimczuk is a frequent speaker for a wide variety of associations and organizations, including Business & Legal Resources webinars and events.