Disclaimer
a person's status is generally not a legal basis for action - do not act based upon applicants' or employees' status or who they are, but rather based upon what they can do, what they cannot do, or what they should do, but fail to do
the hiring process should be free of any indication that the hiring decision will be based in any way upon race, color, religion, gender, national origin, age, or disability
throw a wide net for applicants – it will impress the EEOC and give you a better chance of getting a great employee; advertise the jobs with TWC (WorkInTexas.com) and local workforce centers
you only have to take applications if you have vacancies
base hiring decisions only on job-related criteria
be consistent and judge applicants on qualifications, not assumptions or stereotypes
verify references, employment history, and background information and document your efforts
get I-9 information on all new hires within 3 business days of hiring
careful with job and salary offers – do not promise more than you are willing to deliver
consider alternative staffing methods in lieu of direct hiring of employees