Item#1: Who the policy applies to
You should be very clear as to who the policy applies to.
Make it apply to all permanent, temporary and contract employees within the organisation, INCLUDING all external applicants.
This will make sure that every person is treated the same and that your procedure is fair and objective.
Item#2: Who has the authority to change it
You should add who exactly has the authority to change the policy.
This should only really be senior management, such as the CEO, HR Director or the management committee.
80% of South African companies have proved interview tests play a very important role in choosing the right employee for the right job.
How do you know if the jobseeker is the perfect candidate for the job?
Increase the effective selection of employees by 97%!
It should also make very clear who has the authority to recruit new employees.
For example, this could be limited to management or the HR department.
Item#3: The type of interview process
You must specify what type of interview process you'll use.
This will include:
· A two-step or three-step interview process;
· A structured or unstructured interview; or
· Any types of interview-related testing, such as psychometric testing and so on.
Specify what documentation should be provided to the candidate as well as to the interviewers, and include the format of questions to be asked.
*By including the following 3 items in your recruitment and selection policy, you can save yourself a lot of headaches from the CCMA regarding procedural inconsistencies and unfairness.
And so it's always HIGHLY RECOMMENDED that you specify every minute detail regarding the entire process.
To learn of more items you should include in your recruitment policy, page over to chapter R 01
in your Practical Guide to Human
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