Notes on Recruitment and Selection Policy

Your Recruitment and Selection Policy should aim to provide guidance and assistance to all managers and supervisors who are involved in recruitment, selection and promotion of employees at your organisation.

Your Recruitment and Selection Policy should aim to provide guidance and assistance to all managers and supervisors who are involved in recruitment, selection and promotion of employees at your organisation.

It should outline the principles and procedures which are to be followed in the recruitment and selection process.

Guidelines for drafting a policy

Issues which should be included are:
  • Recruitment and selection is on merit, ie the the right skills, qualifications and other talents that are required to do the job.
  • Factors such as a person’s sex, race, disability, age, homosexuality etc, or personal biases or favouritism are irrelevant.
  • The policy should state that you are an equal employment opportunity employer and that no unlawful discrimination will take place in job advertisements, job interviews, and the selection process.
  • The organisation’s position on internal advertising of job vacancies should be explained.
  • The organisation’s policy on the use of and composition of selection panels should be stated.
  • The selection panel will determine the essential and desirable criteria which are essential for the performance of the job. These will provide the panel with a standard for comparison of each applicant.
  • The job advertisement should be written in clear, non-discriminatory language. Take into account relevant equal opportunity legislation in your State in relation to age requirements which may be specified in the advertisement.
  • The policy should set out the essential components of the job advertisement eg the title of the job, a list of duties, key results areas, the essential criteria of the job, how applicants should address these criteria, desirable criteria, additional information required, contact details and a closing date for applications. The advertisement should state that you are an equal opportunity employer.
  • The policy should set out the role of the selection panel: to review the job applications, make a short list of the best applicants, deciding the questions to be asked at interview (and being aware of the need not to ask discriminatory questions), keeping a written record of each applicant’s responses, and finally deciding on the successful applicant.
Other issues which may be dealt with in a Recruitment and Selection Policy include:
  • notification of unsuccessful applicants
  • provision of medical information
  • reasonable adjustment to the job to allow an applicant with a medical condition who is otherwise the best person for the job to do the job.
Sample documentation

For an extensive library of policies, agreements, forms, correspondence and checklists, designed to make human resources (HR) management easy for your business see our
HR Advance website.
 

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