Advertising a position
Updated: March 2016
When advertising a position, whether internally, on an external website or through other channels, an Employer should aim to attract as many qualified candidates as possible. At the same time, a well-structured advertisement should set out minimum requirements in order to reduce the number of applications received from unqualified candidates.
Details of any post advertised should signal that the Employer is an equal opportunities employer and that candidates from all nine grounds named in the Equality Legislation are welcome to apply.
Where minimum requirements are advertised, the Employer must use these as part of the short-listing process. If it is proposed that a candidate(s) with less than the minimum criteria is shortlisted for interview, the position should be re-advertised with the newly agreed minimum requirements included, in order to ensure that all possible applicants are subject to the same short-listing criteria. In the absence of this the Employers risks a claim of unfairness or of allegations of discrimination being made against it.
There is a need to think strategically about the various communication channels used and ensure that no one group is advantaged or disadvantaged by advertising process.
Advertisements accompanied by photographs or images can reflect negative stereotypes and communicate an intent to discriminate. However, the creative use of photography and imagery can affirm Diversity and attract a broader range of candidates.
The closing date for applicants to a post must also be adhered to for fairness and transparency purposes.
When advertising a position, whether internally, on an external website or through other channels, an Employer should aim to attract as many qualified candidates as possible. At the same time, a well-structured advertisement should set out minimum requirements in order to reduce the number of applications received from unqualified candidates.
Details of any post advertised should signal that the Employer is an equal opportunities employer and that candidates from all nine grounds named in the Equality Legislation are welcome to apply.
Where minimum requirements are advertised, the Employer must use these as part of the short-listing process. If it is proposed that a candidate(s) with less than the minimum criteria is shortlisted for interview, the position should be re-advertised with the newly agreed minimum requirements included, in order to ensure that all possible applicants are subject to the same short-listing criteria. In the absence of this the Employers risks a claim of unfairness or of allegations of discrimination being made against it.
There is a need to think strategically about the various communication channels used and ensure that no one group is advantaged or disadvantaged by advertising process.
Advertisements accompanied by photographs or images can reflect negative stereotypes and communicate an intent to discriminate. However, the creative use of photography and imagery can affirm Diversity and attract a broader range of candidates.
The closing date for applicants to a post must also be adhered to for fairness and transparency purposes.
