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Do you really need a Recruitment Policy?
November 2009
DO YOU REALLY NEED A RECRUITMENT POLICY?
A recruitment policy might seem like just another unnecessary piece of paperwork. But having one in place may be a sensible move. Why should you have one and what should it include?
Why have a policy?
The last decade has seen the introduction of an unprecedented raft of legislation that has increased the number of people protected against discriminatory treatment. As a result, an employer can’t discriminate on the grounds of sex, race, religion or belief, sexual orientation, disability, age or gender re-assignment.
Before you start. However, these extensive rights kick in during the recruitment process – not from when you offer a candidate the job, or on the day they start work.
Grounds for a Claim
Unfortunately, claims for unsuccessful candidates (who allege that a potential employer’s recruitment process is discrimatory) are a growing area. Where any mistakes exist, they are often unintentional – rather than a flagrant breach of the law – yet they can still land an employer with a sizeable discrimination claim.
Trap. The tribunal has the power to award unlimited compensation in successful discrimination claims.
Have a policy
To help avoid a claim like this getting off the ground put in place a clear recruitment policy. Whilst it does not need to be any longer than two or three pages, it should cover the following:
• Interview process. Set out how your business recruits new staff and that the process is non-discriminatory
• Candidate selection. State that selection for interview will be made without reference to age, sex etc.
• Interviewing. Detail the framework for carrying out interviews, for example who undertakes them.
• Job offers. Is prior approval needed before an offer can be made, e.g. at director level? If so, make this clear.
Anything else?
It should also state that suitability for a position will only be decided on an individual’s (1) abilities/ / (2) qualifications/ and (3) experience.
Tip. Having a policy of this nature can also help to guard against the problem of serial litigants, ie. those who simply apply for a job just to find fault with an employer’s recruitment process so they can bring a claim. But if they come up against a detailed policy in the early stages, they will probably think twice about trying it on.
Taking references
You can also use your policy to set out your requirements for taking up references. We would strongly advise you to take at least two, e.g. from a previous employer or college, as there is a growing tendency for candidates to lie about previous jobs, experience, qualifications etc.
Tip. Make it clear that any job offer is conditional on receipt of satisfactory references.
Source: Tips & Advice Personnel 15 October 2009
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