Attracting and hiring the most qualified candidates to fill positions are essential to achieving any company’s goals. While there is no perfect recruitment model, given that organisations have differing hiring needs, hiring on merit significantly increases the likelihood that you will get the best person for the job.
Selection criteria should be stated clearly in the job advertisements, and should principally be related to qualifications, skills, knowledge and experience. If you are specifying a requirement or asking for information that may be viewed as discriminatory, you should provide the reasons for such personal data collection, in your job advertisement and job application form.
Fair Recruitment practices that successful organisations subscribe to include:
- Applying the Tripartite Guidelines on Fair Employment Practices.
- Recruiting and selecting on the basis of merit.
- Giving job applicants a fair opportunity to demonstrate their knowledge, skills and experience during interviews.
- Providing sufficient information for candidates to make an informed decision about joining the organisation.
- Using consistent evaluation criteria established by the organisation or the specific job position for selection.
- Ensuring the interviewers are aware of the established criteria for interview and selection.
- Ensuring that the remuneration for the new employee is in line with the company’s pay structure, taking into account the salaries of the existing employees in the organisation as well as current remuneration practices in the industry.
- Ensuring that psychometric tool or other types of tests used are relevant to the job. The usage of any assessment tools should be clearly explained to the job applicants during the interview.
- Abiding by relevant labour laws when recruiting new employees.
- Informing job applicants of the outcome of their applications including when the position has been filled.
Find out more about Fair Hiring Practices.
Source For Guidelines on Fair Employment Practices is from TAFEP.