80% of South African companies have proved interview tests play a very important role in choosing the right employee for the right job.
Here's how to make sure your recruitment and selection policy is legally compliant
1. Don't discriminate. If you do, you're breaking the law. And you could face a fine of up to R 1.2 million. The only legal way to discriminate between candidates is according to how well they meet the stated job requirements.
2. Make sure your recruitment and selection is in line with your EE plan. That's if you're a designated employer. If you know you need to have a percentage of employees from designated groups, put this in your recruitment and selection policy. So you know which employees you need to hire.
3. Make sure job application forms are the same. So information you receive from job applicants reduces the possibility of unfair discrimination.
4. Keep copies of all documents of the recruitment process. You can keep these for a period of one year for unsuccessful applicants. For successful employees, file the documents in their personnel file.
5. Only use background checks to confirm the information a candidate's given you in his CV. Don't do background checks in a way that will discriminate against the candidate.
Find out more about the A-Z of legal recruitment