Recruiting leaders must realize that they are exposing their firm to “negligent hiring” charges if they fail to do everything possible to prevent the hiring of candidates who later go on to sexually harass. Prevention is key, because once sexual harassment occurs in your workplace, irreversible damage has already been done to both the individual and the company. Unfortunately, few firms have data-driven sexual harassment prevention initiatives. I have written extensively on how to predict/prevent sexual harassment, and it should be obvious to all that the first line of prevention defense should be screening them out during the hiring process. Unfortunately, most firms unwittingly allow toxic employees to get hired because they lack a specific assessment approach for pre-identifying them among their finalist candidates.