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If your recruitment and selection policy doesn't contain this one point, it's invalid!

by , 28 May 2014
Your recruitment and selection policy must state how you'll tell candidates if they've been offered the position.

This is important because it prevents confusion when it comes to the recruitment process.

If you don't make it clear who needs to make the offer, you'll have different people in your company telling the candidate the wrong things. And you could have nasty comebacks from the CCMA or disgruntled employees as a result.

Don't let this happen in your workplace.

Include these six points on how you'll offer successful candidates the position in your recruitment and selection policy so you can ensure you have a legally sound policy.

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Human Resource Manager… Stop wasting your valuable time

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Here's what you need to include in your recruitment and selection policy about offering successful candidates the position

The Labour Law for Managers Loose Leaf Service recommends you include these six points about how you'll offer successful candidates the position:

#1: Who'll make the offer: Will it be the HR department or the line manager the candidate will report to?

#2: If you'll also communicate the written offer verbally;

#3: What you'll include in the offer? For example, title of the position, salary package, proposed start date and conditions of employment, such as probation period?

#4: Who'll approve the offer package and what's in the package. For example, the financial director must approve all offers. All salary packages include a performance-based bonus and are on a cost-to-company basis (no medical aid or pension fund);

#5: Who'll negotiate about remuneration with the candidate if he doesn't accept the initial package you offer him; and

#6: How long the candidate has to accept your offer of employment after you give it to him.

Here's the bottom line when it comes to a recruitment and selection policy

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Employment Contracts, Recruiting and Independent Contractors…

Make sure you use a legally correct recruitment procedure and updated employment contracts in your company.

There's a fine line between determining whether someone is an independent contractor or an employee. Don't get caught out. Use this independent contractor policy and checklist to ensure you get it right every time!

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The bottom line: A legally sound recruitment and selection policy includes how you'll offer successful candidates the position. So make sure yours is valid.



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