The time invested in recruitment and selection defines the company’s future, because a company’s employees are the backbone of the company, and your recruitment processes define how you hire your employees and how they are going to be treated in the future, and how they are going to perform their duties. The recruitment procedure does not end with screening applications and hiring after interviewing, but the recruitment procedure also entails the training of employees, their orientation, how to integrate them into the company’s culture, and how to keep them informed. To find out how you can rejig your recruitment process according to employment laws, read below for 7 tips to organize the recruitment procedure according to employment laws.
Screening Policy
The first step in the recruitment process is job postings and then by screening applications and screening potential employees during interviews. There should be a basic legal criterion search for screening, such as during screening, no candidate should be chosen based on their ethnic, regional, religious background, or any other preference that could be discriminatory. The screening policies should be shared in the handbook or incorporated into the internal hiring policies.
Discrimination in Recruitment
As mentioned earlier, a candidate should not be discriminated against based on their religious preferences, background, or culture. This should be defined in the hiring process, and during interviews, employers should define the questions that they are not supposed to ask the candidates.
Equal Opportunities
To promote legal recruitment, equal opportunities laws should be followed, and opportunities should be provided to women, minorities, and disabled people.
Immigration and employment
If companies hire employees from other countries, the recruitment process should be defined according to immigration laws, and employers need to clarify whether they would be responsible for providing the potential employees with the necessary documents and finances for moving.
Promotion and Transfers
The criterion for promotion and transfers should be pre-defined, and everyone should be aware of the criterion, to promote or transfer people legally, instead of personal reasons or favoritism.
Firing
The firing rules should also be clearly defined, this is not only to follow a legal process of hiring and firing, whether by involvement of a legal consultant like Legal Consultant Dubai or any other, but also to protect companies from potential lawsuits in case the terminated employee files a lawsuit against the company for unlawful firing.
Benefits/compensation
The compensation and benefits should be in accordance with the fair market compensation, and no one should be compensated less based on their sex, religion, ethnicity, or color, etc.
The purpose of legally rejig recruitment is to protect the rights of both employees and employers, employees from unlawful hiring and firing, and employers from lawsuits. It is important for employees to promote equal rights opportunities, a legally defined hiring process, and define the pre-screening and interview process according to the law, to rejig the recruitment process legally.
