recruitment guidlines
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7/30/2019 recruitment guidlines
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Good practice,
good businessEliminating discrimination and harassment from your workplace
www.humanrights.gov.au/employers/
Recruiting and selecting the most appropriate
person or the job is a complex task which
requires trained sta who are aware o anti-discrimination laws and guidelines.
These guidelines will help you to implement a
consistent method o recruitment and encourage
applications rom the widest possible pool.
Following are some or
developing selection criteria, advertising, short
listing, application orms, testing, interviewing,
reeree reports, making the decision, and medical
examinations or recruiting and selecting the
most appropriate person or the job.
Developing selection criteria
n Ensure job specifcation is up-to-date and
consistent with requirements o the job.
n Formulate selection criteria which are
consistent with the job specifcations: (ie,
only includes skills, experiences, etc that
are required on a regular basis to carry out
the duties o the position).
n Distinguish between essential criteria
(those that the person must satisy to beable to do the job) and desirable criteria
(those that will help to do the job).
n Assess whether ormal qualifcations
(academic, trade, etc) are essential to the
perormance o the job.
n Ensure length o experience, age
required, etc are essential and justifable,
or perormance o the job and not set
arbitrarily or based on stereotypes.
n Ensure there are no unnecessarily
restrictive English language qualifcationson jobs that do not require them.
n Be specifc or instance, does
communications skills reer to talking
on the phone to customers, writingreports or management, instructing
technical operators, inter-cultural skills or
teamwork.
n Determine how criteria will be assessed:
interview, reerees report, work record,
testing, etc.
Advertising
n Consider benefts to the organisation o a
multi-skilled workorce, by advertising all
positions internally and externally.
n Determine strategies or reaching the
widest pool o applicants possible (eg,
use o ethnic media, inormal networks,
community groups, and organisations,
industry groups, trade journals).
n Ensure the inormation in the ad matches
the selection criteria.
n Do not use stereotyped or discriminatory
language or discriminatory requirements
(Salesman, Age 30-45 years).
n I used, ensure recruitment consultants
are ully brieed on your requirements
and have a good understanding o equal
opportunity and anti-discrimination
principles.
n Include the name o a contact person
in the advertisement and ensure they
have inormation (presented in a clear
and consistent way) prepared about the
position.
best practice guidelines for
recruitment and selection
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7/30/2019 recruitment guidlines
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Short listingn Cull (short list) applicants on essential
qualifcations frst, then on desirable
qualifcations, prioritising criteria and
determining method frst.
n Seek more inormation i necessary. The
aim is to fnd the best person or the job.
n Be consistent. Document decisions made
and the reasons or them.
Application formsn Ensure language and experience are
relevant to the perormance o the job.
n Do not include any invasive or irrelevant
questions.
n Ensure strict confdentiality.
Testing
n Tests match the essential requirements o
the job.
n Check that tests are up-to-date andrelevant.
n Check or any bias or indirect discrimination
(eg, a test or potential trades apprentices
which examine prior knowledge o the
trade, rather than aptitude).
Interviewing
n Allow applicants to demonstrate what
they can oer the organisation, not to
simply confrm expectations or to see how
applicants perorm under pressure.
n Check i there is a need or any specifc
arrangements (eg, physical access,
interpreters, etc).
n Have questions prepared in advance.
n Ensure consistency and airness in
questioning.
n Focus on the real needs o the job.
Dont make assumptions or stereotype
individuals.
nThe selection committee is entitled toask applicants whether they can ulfl the
requirements o the job (eg, travel, work
overtime, perorm the physical unctions)
but such questions must be asked o all
applicants.
n It is appropriate to ask people with
disabilities whether they require any
adjustments to perorm the job.
n Allow the interviewee time to make their
point. Allow silence. Rephrase or clariy i
necessary.
n Dont make assumptions about a persons
ability to do the job based on physical
characteristics.
n Do not ask invasive and irrelevant questions
(eg, Do you intend to have a amily?). I
necessary rephrase to gain the essential
inormation you require and ask o all
applicants (eg, Can you commit yoursel
to the organisation or two years?).
n Keep records o questions and answers.
Referee reports
n Applicant provides list o reerees, or is
able to comment on choice o reerees (eg,
supervisors report).
n Be consistent in use o reerees. Ideally use
a standard reeree reporting orm which
matches the selection criteria.
Making the decision
n
Focus on the selection criteria.n Rank applicants according to perormance
against essential and desirable
qualifcations.
n Assess all inormation; application orm,
interview, reerees reports, tests, etc.
n Record decisions made and reasons or
them.
n I requested, provide constructive
eedback to unsuccessul applicants on
their perormance against the selection
criteria.
FACT SHEET:
b page 2
www.humanrights.gov.au/employers/
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7/30/2019 recruitment guidlines
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Medical examinationsn It is appropriate to have employees
medically examined i potential health
risks could be high or employees with
particular health problems (eg, jobs which
involve heavy liting or people with spinal
injury or disease).
n The Medical Examiner should have the
job specifcations so any recommendation
made relates specifcally to the job.
n Ensure only inormation relevant to the
position is sought and avoid invasions oprivacy irrelevant to the job requirements.
n Selection Committee and Medical Examiner
to be aware o technical equipment and
other reasonable adjustment provisions
or people with disabilities.
n Where there is concern about ability to
perorm a job, the Medical Examiner
should seek expert advice and assessment
rom vocational specialists in disability
organisations.
n Ensure strict confdentiality.
n Applicants to be advised o results.
FACT SHEET:
b page 3
This fact sheet is part ofgood practice, good business information and resources for
employers to address discrimination and harassment in the workplace.
Available online at www.humanrights.gov.au/employers/
Australian Human Rights Commission.
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