EMPLOYMENT CASE LAW / HUMAN RESOURCE MANAGEMENT – Recruitment and selection
Having robust recruitment and selection procedures is fundamental to ensuring that the correct calibre of candidates are attracted to apply for vacant positions with the Organisation. Poor recruitment and selection procedures can give rise to huge costs, waste time and result in bad selection decisions, possibly leading to Employee turnover, lower productivity, and low morale amongst the workforce. Organisations also face the risk of possible allegations of discrimination being made whilst recruiting.
The Employment Equality Acts, 1998 – 2012 set out nine protected grounds under which discrimination is illegal. These are: Gender, Civil Status, Family Status, Race, Age, Religion, Sexual Orientation, Disability and Membership of the Travelling community. Every Organisation and person is obliged to ensure equality with regard to access to employment under the Acts. A recruiting Organisation has a responsibility not to discriminate, and to ensure that no person discriminates while acting on behalf of the Organisation, e.g. the hiring manager or interviewer.
It is important when recruiting for a position that a detailed job description is drawn up for the post, which provides the basis for an accurate, justifiable and objective person specification. There is no pre-determined criteria which should be included in the person specification but factors typically covered include: Qualifications; Experience; Skills and Other relevant qualities.
Selection criteria can be divided into those that are essential and those that are desirable. Essential criteria are the minimum requirements deemed necessary for satisfactory job performance. Desirable criteria are those factors which would be beneficial to optimising job performance. All applicants must meet each of the essential criteria to be shortlisted. Desirable criteria are those that will be used to further reduce the numbers to be called for interview. The purpose of analysing the vacancy and drawing up the role requirements is to have a clear vision of the job requirements and the person the Organisation is looking to hire. Once in place, the next step involves seeking to attract suitable candidates for the role. An Organisation may recruit internally or externally.
Shortlisting
The focus of the shortlisting process is to select those candidates for assessment who meet the agreed criteria. It involves reviewing each application and eliminating candidates who fail to meet the essential criteria. If it is considered necessary to reduce the number of applicants’ further, candidates who fail to meet the desirable criteria may be eliminated. The short-listing stage is geared to finding the best possible match of candidate to the job and person specification.
In order for the Organisation to be in a position to rebut any allegation of discrimination it is essential that adequate records are maintained demonstrating why decisions were made at the screening stage of the process.
In all cases, the interviewer or interview panel should prepare for interviews by designing questions which will evaluate a candidate’s skills knowledge and suitability for the position. All candidates should be asked the same questions, to avoid the possibility of discriminating against one candidate over another. Detailed interview notes should be taken, and retained by the Interview Panel for a minimum of 13 months after the role has been filled and the position closed. When appointing the successful candidate, an Organisation should generally follow the steps below:
The Employment Equality Acts, 1998 – 2012 set out nine protected grounds under which discrimination is illegal. These are: Gender, Civil Status, Family Status, Race, Age, Religion, Sexual Orientation, Disability and Membership of the Travelling community. Every Organisation and person is obliged to ensure equality with regard to access to employment under the Acts. A recruiting Organisation has a responsibility not to discriminate, and to ensure that no person discriminates while acting on behalf of the Organisation, e.g. the hiring manager or interviewer.
It is important when recruiting for a position that a detailed job description is drawn up for the post, which provides the basis for an accurate, justifiable and objective person specification. There is no pre-determined criteria which should be included in the person specification but factors typically covered include: Qualifications; Experience; Skills and Other relevant qualities.
Selection criteria can be divided into those that are essential and those that are desirable. Essential criteria are the minimum requirements deemed necessary for satisfactory job performance. Desirable criteria are those factors which would be beneficial to optimising job performance. All applicants must meet each of the essential criteria to be shortlisted. Desirable criteria are those that will be used to further reduce the numbers to be called for interview. The purpose of analysing the vacancy and drawing up the role requirements is to have a clear vision of the job requirements and the person the Organisation is looking to hire. Once in place, the next step involves seeking to attract suitable candidates for the role. An Organisation may recruit internally or externally.
Shortlisting
The focus of the shortlisting process is to select those candidates for assessment who meet the agreed criteria. It involves reviewing each application and eliminating candidates who fail to meet the essential criteria. If it is considered necessary to reduce the number of applicants’ further, candidates who fail to meet the desirable criteria may be eliminated. The short-listing stage is geared to finding the best possible match of candidate to the job and person specification.
In order for the Organisation to be in a position to rebut any allegation of discrimination it is essential that adequate records are maintained demonstrating why decisions were made at the screening stage of the process.
In all cases, the interviewer or interview panel should prepare for interviews by designing questions which will evaluate a candidate’s skills knowledge and suitability for the position. All candidates should be asked the same questions, to avoid the possibility of discriminating against one candidate over another. Detailed interview notes should be taken, and retained by the Interview Panel for a minimum of 13 months after the role has been filled and the position closed. When appointing the successful candidate, an Organisation should generally follow the steps below:
- Select Candidate
- References Obtained
- Written terms and conditions of employment sent in duplicate
- Statement of Terms and Conditions of Employment signed and copy retained by the Organisation.
