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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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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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.