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Hiring and aren't sure if your recruitment and selection policy is legally compliant? Here's how to ensure it is

by , 28 October 2014
The basic rule about recruitment is this: You must follow your recruitment and selection policy. This policy helps you:

• Control the way you do recruitment in your company;
• Choose the candidate who's best qualified for the position; and
• Make sure all your recruitment processes are above board.

But, you can only reap these benefits if your recruitment and selection policy is legally compliant.

So what if you're recruiting and aren't sure if yours is?

Here's what you need to do...


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Make sure your recruitment and selection policy is legally compliant with these five points

 
1. Don't discriminate in your recruitment and selection policy.
 
If you do, you're contravening the Employment Equity Act (EEA) and could face a fine of up to R1.2 million or 10% of your turnover.
 
2. Ensure all recruitment and selection is in line with your EE plan. If you know you need to have a percentage of employees from designated groups, put this in your recruitment and selection plan so you know which employees you need to hire.
 
3. Make sure your job application forms standardise the information you receive from job applicants to reduce the probability of unfair discrimination.
 
4. Keep copies of all documents relating to each stage of the recruitment process for a reasonable period of time.
 
5. Only use background checks to verify the information a candidate's given you in his CV. Don't conduct background checks in a way that will discriminate against him.
 
Now that you know about these five points, make sure your recruitment and selection policy is legally compliant.

PS: For practical advice, tools, checklists and samples that cover every single step of recruitment, check out Recruitment: The Complete Guide.
 

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