January 23, 2026 | 12:00-1:30 pm
In a small organization, every hire really matters. One great hire can move your business forward, and one bad hire can set you back for months. In the age of AI, it can feel easier to let tools sort through resumes and applications to screen and rate candidates based on their paper credentials. But this decision comes with risk, and a legal claim about improper AI use in hiring can be devastating to your organization.
This practical session is designed to help you navigate the legal landscape and make your hiring process and interviews more intentional and effective.
Using real job descriptions, case studies, and role play, we’ll walk through how to plan and run a candidate selection and interview process that actually helps managers assess the skills and experience your organization needs — not just choose someone who is “fun to go to lunch with.” We’ll also talk about the growing use of AI tools in hiring — from resume screening to drafting interview questions — and where you need to be especially careful when using them.
Participants will learn how to:
Turn a job description into clear, practical criteria for hiring
Spot and manage common biases that creep into hiring decisions — including when using AI tools
Ask job-related questions that get beyond surface-level answers
Use simple, structured methods to compare candidates fairly
Avoid questions that are legally off-limits, and still get the information you need
The goal is to give managers and HR “departments” of one (or two) a straightforward approach they can use and rely on.
January 23, 2026 | 12:00-1:30 pm
In a small organization, every hire really matters. One great hire can move your business forward, and one bad hire can set you back for months. In the age of AI, it can feel easier to let tools sort through resumes and applications to screen and rate candidates based on their paper credentials. But this decision comes with risk, and a legal claim about improper AI use in hiring can be devastating to your organization.
This practical session is designed to help you navigate the legal landscape and make your hiring process and interviews more intentional and effective.
Using real job descriptions, case studies, and role play, we’ll walk through how to plan and run a candidate selection and interview process that actually helps managers assess the skills and experience your organization needs — not just choose someone who is “fun to go to lunch with.” We’ll also talk about the growing use of AI tools in hiring — from resume screening to drafting interview questions — and where you need to be especially careful when using them.
Participants will learn how to:
Turn a job description into clear, practical criteria for hiring
Spot and manage common biases that creep into hiring decisions — including when using AI tools
Ask job-related questions that get beyond surface-level answers
Use simple, structured methods to compare candidates fairly
Avoid questions that are legally off-limits, and still get the information you need
The goal is to give managers and HR “departments” of one (or two) a straightforward approach they can use and rely on.
