Drafting your recruitment and selection policy? Include these four items to make sure it’s legally compliant

Simangele Mzizi, Fsp Business, 29 Jan. 2015

Tags: recruitment, recruitment and selection policy, policies and procedures, drafting a recruitment and selection policy, what to include in a recruitment and selection policy

A recruitment and selection policy is the key to a smooth recruitment drive.

It controls the way you recruit and helps you choose the candidate who’s the best fit for the position.

Yet even though a recruitment and selection policy is crucial, many employers don’t know how to draft it. And they’re missing out on its benefits and putting themselves at risk of legal disputes.

If you’re in the same boat, help is at hand.

Read on to discover the four items you must include when you draft your recruitment and selection policy to make sure it’s legally compliant…

Include these four items when drafting your recruitment and selection policy

Item #1: Who the policy applies to and who has authority to change it
In this area, make it clear who your recruitment and selection policy applies to.
It’s a good idea to make it apply to all permanent, temporary and contract employees as well as external applicants. This way, all your appointments will comply with the policy. And you’ll treat everyone the same.
It’s important to add who has the power to change or overrule the policy. For example, you can say, only senior management or the HR director can change the policy. This way, people without authority can’t change the policy as they please.
In this area, also make these points clear:
  • Who will make the final decision if you have candidates who are closely matched; and
  • Who in your company has the right to recruit new employees (is it only HR or line managers.)
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Item #2: The type of interview process you use
State which interview process you use. You can, for example, choose to have:
  • A two-step or three-step interview process;
  • A formal and informal interview; or
  • Practical assessments.
Including this item in your recruitment and selection policy will help you get the right candidate for the position every time you recruit. This is because you’ll be able to assess employees effectively to see if they can do the job.
Item #3: What reference and background checks you’ll conduct
Make it clear which reference and background checks you do on all candidates and how you’ll get their consent. This way, you always conduct legal background checks.
Have a look at the Practical Guide to Human Resources Management to find out more about which type of interview is right for your business. The guide will also give you information on how to do legal background checks on your candidates.
Item #4: How you advertise vacancies
Make it clear in your policy what type of advertising methods you use. For example:
  • You advertise internally first;
  • Then externally if you don’t find a suitable candidate in-house; and
  • You never use recruitment agencies.
Here you also need to clarify which publications or outlets you use to advertise. This way, you don’t unfairly shut out applicants from designated groups.
There you have it: If you want to have a smooth recruitment drive, draft a legally compliant recruitment and selection policy that contains these items and follow it.
And remember, overall, there are ten items you must include in your policy. You can find the six additional items in Recruitment: The Complete Guide.

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