When it comes to hiring, you must know your legal obligations as an employer. Human rights legislation applies to the recruitment process in order to help create an inclusive workplace that is respectful and welcoming of diversity. To minimize any legal risks in recruiting, it is important to understand the law and follow HR best practices.
What should employers consider when recruiting?
Whether hiring for a small business or a major corporation, there are regulations and requirements that every employer must follow. These points are crucial when hiring new employees or promoting them from within the organization.
Employers need to establish recruitment process that ensure compliance with applicable human rights legislation, which generally protect people from discrimination based on the following grounds:
- Sexual orientation
- Gender identity or expression
- Physical or mental Disability
- Marriage and civil partnerships
- Family status
- Political belief
With that in mind, be careful not to exclude any potential applicant from the hiring process based on these grounds. It is a best practice to have an effective strategy for targeting a diverse network and community of people.
Hiring Advertisement Checklist for Employers
When preparing your hiring ad, the Human Rights Commission for your province sets numerous recommendations for employers to consider:
- Does the job description use non-discriminatory wording?
- Are the essential responsibilities of the job clearly explained?
- Is neutral language used wherever possible?
- Does the job posting state that you are an equal opportunity employer and that accommodation will be provided during the hiring process?
As an employer, your obligations and responsibilities are to engage in fair and non-discriminatory recruitment practices. It is important to develop a job posting that does not create barriers or deter potential applicants. Take the time to review all job specifications, postings, and application forms to ensure that you are following the law. When in doubt, consult a human resources expert or legal professional.
Do you have questions about recruitment for your business?
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