Recruitment

When it comes to hiring, it is important to understand your legal obligations as an employer. Human rights legislation applies to the recruitment process to cover employer and employee rights. The purpose is to create an inclusive workplace that is respectful and welcoming of diversity. You can minimize any legal risks in recruiting by understanding the law and following HR best practices.

What should employers consider when recruiting?

Whether hiring for a small business or a mega corporation, there are regulations and requirements that every employer must follow when hiring a new employee or for promoting from within the organization.

As a potential employer, it is essential to know the law that’s put in place to ensure equal treatment. These legal requirements protect people from discrimination and help to promote a diverse workforce. Considerations include:

  • Sex
  • Sexual orientation
  • Gender identity or expression
  • Race
  • Colour
  • Age
  • Physical or mental Disability
  • Marriage and civil partnerships
  • Family status
  • Citizenship
  • Religion
  • Political belief

Be careful not to exclude any potential applicant from the hiring process based on certain identified characteristics. It is a best practice to have an effective strategy for targeting a diverse network and community of people.

Your hiring advertisement checklist

When preparing your hiring ad, the Ontario Human Rights Commission recommends employers to consider the following checklist:

  • 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?

These recommendations are aligned with Ontario’s Code for human rights at work. Of particular importance are Sections 23(1) and 23(2), which outline the right to equal treatment and prohibited grounds of discrimination.

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 or legal professional.

Do you have questions about recruitment for your business?

Are you ready to put recruitment best practices to action? Peninsula has the resources to help you with a full checklist and need-to-knows when it comes to recruitment and hiring. Call Employer Line today, we’re available 24/7 with complimentary HR and employment-related advice – 1(833)247-3650.