When you start a recruitment process, you want to achieve find the best candidate who meets all the job requirements.
But what if I told you a CCMA case could be the outcome of your recruitment drive.
'Surely that's impossible,' you say.
Successful recruitment depends on a number of different elements. And there's one important element you must have in place before you recruit.
If you don't, job candidates could accuse you of unfair hiring practices and take you to the CCMA.
Read on to find out what you must have in place so you can avoid this fate.
You must have a recruitment policy in place.
A recruitment policy helps you
To avoid accusations of unfair hiring practices, put this one thing in place before you start your recruitment drive
Control the way you recruit in your company;
Choose the best candidates who qualify for the position; and
Make sure all your recruitment processes are legally compliant.
Without this policy, it's not clear what your company stands for when it comes to recruitment
and you won't comply with the Employment Equity Act.
This opens the door for candidates to accuse you of unfair hiring practices and take you to the CCMA.
When it comes to recruitment, you must support each and every decision you make. If, for example, you make a decision to hire one employee instead of the other, you must prove why you made that decision. If you don't have a recruitment policy, you'll find it hard to prove your decision is legal.
Overall, your recruitment policy always makes sure you conduct your recruitment process legally. If you have it in place and follow it, no one who accuses you of unfair hiring practices and takes you to the CCMA will win.
Besides a recruitment policy, there are four other things you must have in place before you recruit…
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In addition to your recruitment policy, these four things guarantee successful recruitment
The Practical Guide to Human Resources Management
says you must have:
A recruitment procedure that spells out the details for filling a vacancy. This includes a job description, drawing up a job advert, where to place it, your short-listing process and so on.
Recruitment panel members with the necessary skills.
Assessment tools – nowadays, you can't rely on the interview alone to assess candidates. Make sure you have different assessment tools to use during the recruitment process.
An effective record-keeping system. This way, you can make sure your recruitment records are legally compliant and easy to find when you need them.
There you have it: Having a recruitment policy in place before you recruit and following it will help you avoid accusations of unfair hiring practices and CCMA cases.
PS: To make sure new every step of your recruitment is legal and effective, check out Recruitment: The Complete Guide.