Recruiting: Florida

Federal law and guidance on this subject should be reviewed together with this section.

Author: Julie DiMauro

Summary

• There are a number of resources available to Florida employers seeking to recruit new candidates for employment. See Job Match Services.
• The Florida Civil Rights Act applies to employers with 15 or more employees, and prevents discrimination against job applicants based on a host of protected characteristics. See Advertising Dos and Don'ts.
• Private employers can elect to provide translation services for non-English-speaking employees, but it is not against the law in Florida to require job candidates to speak English. See English-Only Rules.
• Unlike federal law, Florida prohibits discrimination on the basis of marital status. See Marital Status.
• Florida employers may not discriminate against prospective employees with HIV or the AIDS virus. See AIDS or HIV-Positive Status.
• A job application is a critical part of the recruiting process that may be used to obtain information about an individual's experience and expertise for a particular position.See Job Applications
• Under Florida labor law, courts and administrative agencies conduct a common law test to determine if an applicant would truly be an independent contractor rather than an employee. See Outsourcing and Independent Contractors.
• Private employers may grant a hiring preference to honorably discharged veterans and the spouses of veterans with a service-connected disability. See Veterans Preference.
• Employers that recruit workers under the age of 18 must be aware of the nuances in Florida's child labor law limiting the hours that such employees may perform, depending on their exact age. See Underage Workers.
• Pinellas County has requirements pertaining to recruiting. See Local Requirements.