Make sure your recruitment process is legal!
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Did you know there are 11 legal requirements for recruitment?
Do you know how the Employment Equity Act affects your job advertisement?
Do you know what checks you can legally conduct on an applicant?
Are you sure your employment contract includes the 16 clauses the law says you must have?
If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.
to find out how you can ensure your recruitment process is legal so you don't face penalties from the DoL.
Make sure your recruitment policy contains these six points on how you'll offer a candidate a position
To avoid delays and confusion, make it clear in your recruitment policy
how you'll offer successful candidates the position. The Practical Guide to Human Resources Management
says you must include:
Who will make the offer? (For example, will it be the HR department or the candidate's line manager?);
If the offer will be verbal or in writing;
What to include in the offer;
Remember, when you make an offer, you must send the candidate an offer of employment letter that complies with the BCEA. Check out this article
to find out what to include in your letter.
Who will approve the offer package and what will you include in it. (For example, you can say your financial director will approve all offers. And that all salary packages include a performance-based bonus and are on a cost-to-company basis);
The person who will negotiate with the candidate if he rejects your package (if you don't make counter offers, include this in your policy); and
How long the candidate has to accept your offer of employment after you make it.
Spelling out how you'll offer successful candidates the position isn't the only thing you must include your recruitment policy to make sure your recruitment drive runs without delays.
Make sure it contains these nine items too…
Your recruitment policy must also include these nine items
Who the policy applies to and who has authority to change it;
Legal requirements you must comply with;
The type of position you need to recruit for;
How you advertise the vacancy (search process);
The type of interview process you use;
The reference and background checks you'll conduct;
The probationary period;
How to inform unsuccessful applicants; and
Your stance on appointing internal applicants.
To get a full breakdown of all these items, check out the Recruitment: The Complete Guide.
This way, you can make sure you have a legally compliant recruitment policy o help you.
The bottom line: You need to make how you'll offer successful candidates a position clear in your recruitment policy. Doing this will help you eliminate confusion and stop wasting time when you recruit employees.