Recruitment and Selection Policy

The overall principle of the policy is that recruitment must be based on merit and assessed in relation to objective and non-discriminatory selection criteria and the position description for, and the inherent requirements of the role being recruited for. Importantly, selection criteria should be consistently and transparently applied to all candidates, whether the employer is recruiting internally or externally.

There are many legal risks relating to recruitment. Therefore, managers and supervisors should be educated and trained on the laws relating to recruitment, including equal opportunity laws, discrimination laws, privacy laws, and employment laws.

This Policy and commentary will help you create a Policy, but it is not a replacement for obtaining specific advice which takes the business' circumstances into account.

Internal recruitment is often a common measure used to fill vacancies, so all staff should be aware of the approach adopted by the business in this respect. The benefit of internal recruitment is that it gives the business an opportunity to utilise the skills of its existing workforce. Internal recruitment can be used to promote from within as part of career planning for employees, as well as providing recognition of an individual's skills.

Similarly to external recruitment, the process for internal recruitment should also be entirely based on the merit of the candidate, and not on an irrelevant characteristic of the candidate, for example their age, or race.

A policy on internal recruitment should clearly state the process to be followed and the criteria for assessing whether the person is suitable for the job. This will ensure employees are aware of their position so that possible discriminatory practices can be avoided.

An employer must be diligent to ensure that the terms of any recruitment policy are carefully followed in order to avoid perceptions of bias or procedural unfairness which can jeopardise any hiring decision made.