Recruitment checklist

This checklist covers matters to be considered when considering recruiting new staff and during the recruitment process. 

Getting the right candidates

You may need to balance the most effective means of seeking good candidates with the need to ensure that the recruitment process is non-discriminatory. Drawing applicants from a broad pool can be helpful in avoiding indirect discrimination, as well as increasing the possible number of candidates, but you may have contractual, statutory, or other obligations (for example, under a collective agreement) to seek internal candidates. Automatic internal promotion without opening the vacancy to other internal candidates is a common source of complaint and may breach statutory obligations, e.g. agency workers are entitled to vacancy information from day one of their assignment. In limited circumstances, you must appoint a specific employee to a suitable vacancy irrespective of whether other internal or external candidates are more suitable, e.g. a woman on maternity leave whose post is potentially redundant.

It’s therefore important that managers have guidelines when it comes to recruitment, so that they know the relevant procedure to be followed, and use our Recruitment Policy. 

See also our Making a Job Offer Checklist when you’ve chosen the candidate to whom you’d like to offer the job.