US federalRequired by lawTitle VII

Legal hiring, interviewing & pay transparency

A ready-made course you customise for your organisation, with a live session deck and two surveys. You only add the 10 details that are specific to your organisation.

See the live deckSee the full outline
Try the coursePreview the survey
Length
45 min
Lessons
6 lessons
Frequency
Before first interview panel + every 2 years
Last reviewed
8 Oct 2026
The interview
What would you do?

Candidate volunteers "I'm pregnant, will that be a problem?"

Try it: this is one of 11 interactive activities in the course.

What's included

Three pieces that work together

Copy once, get everything. Learners prepare on their own, you answer questions live, and the surveys tell you what stuck.

Self-paced course

Short lessons with real workplace scenarios, not walls of text.

  • 6 lessons, about 45 minutes
  • 2 video slots (you add the videos)
  • Scenario, tabs, flashcards, sorting activity and quizzes
  • 12-question final check, 80% to pass

Live session deck

An AhaSlides presentation to run after the course, in person or online.

  • 11 slides
  • Quiz, poll, word cloud, scale slides
  • A closing slide for your contacts

Two surveys

Find out what landed, and whether people use it on the job.

  • Post-course feedback, about 2 minutes
  • 30-day check-in
  • Anonymous by default
  • Results feed your next refresher

Learning objectives

At the end of this course, learners can

Each objective and the lesson that covers it.

IDObjectiveSourceWhere it's covered
TO 1.0Achieve ≥ 80% on the final assessment-Whole course
LO 19.1.1Explain how hiring decisions create discrimination risk and why consistency protects everyoneTitle VII; ADEALesson 1: Your legal role
LO 19.2.1Identify questions that are unlawful or risky (age, family, religion, national origin, disability, genetic info, salary history ) + your info12112(d); GINA; state lawLesson 2: The rules
LO 19.3.1Run a structured, job-related interview with consistent scoringBest practice; UGESP 29 CFR 1607Lesson 3: Do / Don't
LO 19.4.1Comply with pay-range disclosure and salary-history rules for your locations + your infoState/local lawLesson 4: The interview
LO 19.5.1Handle offers, background checks, I-9 timing and documentation correctly + your infoFCRA 1681b(b); 8 CFR 274a.2Lesson 5: Document it

Your part: what a template can't do for you

  • Your workplace details: fill in the 10 highlighted fields so the course describes your own policies, contacts and locations.
  • Records: record completion in your own LMS or record system.

Course outline

6 lessons, about 45 minutes

Minutes per lesson are an estimate, shared out by page count.

ContentInteractiveVideoYou customise
1

Your legal role

2 pages

7 min
Before you beginNoteList
HookKey factQuizVideo
2

The rules

3 pages

10 min
PracticeTabs
PracticeTableYour info
PracticeFlashcardsQuiz
3

Do / Don't

2 pages

6 min
PracticeSorting activity
PracticeMulti-select quiz
4

The interview

3 pages

10 min
PracticeProcess
PracticeScenario
PracticeScenarioList numberedQuiz
5

Document it

2 pages

6 min
PracticeChecklistYour infoYour info
PracticeQuiz
6

Final assessment

Assessment

6 min
Final check12 questions80% to passCompletion page

Live deck and surveys

11 slides to run live, two surveys to close the loop

Pink slides are interactive. Both surveys are anonymous; pink questions are written for this course.

TitleTitle + agenda
PollDo you use the same questions for every candidate?
QuizOK to ask? "Are you legally authorized to work in the US?
QuizOK to ask? "What year did you graduate?
QuizMedical questions allowed before offer?
Content · customiseOur pay-range rules by location
Word cloudWhat does 'culture fit' really mean?
ScaleConfidence running a structured interview
Open-endedA question you'll stop asking
Q&AAsk the trainer anything
Closing · customiseWho to contact, and where to find more
Post-course feedback: 11 questions, about 2 min
  1. Overall rating 5 stars
  2. Relevant, realistic, right length, helpful activities agree/disagree grid
  3. What was most useful? multi-select
  4. Confidence before this course, and now 1-5 scale
  5. Will you use a scoring rubric in your next interview? multiple choice
  6. How clear are the pay-transparency rules for your hiring locations? 1-5 scale
  7. One interview question you'll rewrite short text
  8. Hiring decisions here are based on evidence, not gut feel. 1-5 scale
  9. One thing we should change or add open text
  10. Would you recommend this course? NPS
30-day check-in
  1. Have you used what you learned since the course? multiple choice
  2. How confident are you today? Compare with day 1 1-5 scale
  3. Do you know where to find our interview guide and pay-transparency rules? yes / no / not sure
  4. A moment where the training helped, or where you weren't sure open text
  5. Which topics should the next refresher focus on? ranking

Results show whether people use the training on the job, not just whether they finished it.

Make it yours

10 fields to fill in, and you're ready

Everything else is done. These are the details only your organisation knows; each one is highlighted inside the course.

  • Pay transparency rules{{PAY_TRANSPARENCY_RULES}}
  • Salary history rules{{SALARY_HISTORY_RULES}}
  • Fair chance rules{{FAIR_CHANCE_RULES}}
  • AI tools in use{{AI_TOOLS_IN_USE}}
  • Ta contact{{TA_CONTACT}}
  • Hiring record retention{{HIRING_RECORD_RETENTION}}
Show all 10 fields
  • Interview guide link{{INTERVIEW_GUIDE_LINK}}
  • LMS or record system{{LMS_OR_RECORD_SYSTEM}}
  • Survey URL{{SURVEY_URL}}
  • Survey 2 URL{{SURVEY_2_URL}}

FAQ

Common questions

Can I run legal hiring, interviewing & pay transparency training online?

The course itself is self-paced and online, and the live deck lets you add a live session. Whether online delivery meets your local rules depends on the law that applies to you, so check Title VII or ask your own counsel.

How often is this training needed?

Before first interview panel + every 2 years.

Who needs this training?

Hiring managers, interviewers, recruiters.

What records should I keep?

Record completion in your own LMS or record system, so you can show who finished the course and when. Check the retention period that applies to you in Title VII.

Can I edit the content?

Yes, everything. Change the wording, swap scenarios for ones from your workplace, add your logo, or remove parts that don't apply. Keep anything your own law requires you to cover.

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Last reviewed: 8 October 2026Based on: Title VII; ADA 42 U.S.C. 12112(d) (pre-offer medical inquiries); ADEA (ads, age); GINA; PWFA; IRCA / Form I-9 (8 U.S.C. …Templates are a starting point, not legal advice.

Ready to run it?

Open the live deck to see how the session runs alongside the course and both surveys.

See the live deck