It’s important to follow a structured process when hiring a new employee, to ensure you get the right person for the job.  A thorough recruitment process should include the following five items which are expanded upon below:

Discrimination Recruitment Advertising

It is unlawful to advertise in a manner that indicates an intention to discriminate or could reasonably be understood as indicating an intention to discriminate. It is also unlawful to allow a discriminatory advertisement to be published. Thus, an employer that places a discriminatory advertisement and the newspaper that runs the advertisement both act unlawfully.

Recruitment Agency Fails Remove Personal Information Online Profile 2

Man finds edited agency profile still available in Google

Were Hiring Join Our Talented Team Of Er Specialists

We have positions available in both our Conflict Resolution and ER Support Teams, for which we are looking for people with a strong understanding of the New Zealand employment relations jurisdiction and best practice ER/HR advice.  Depending on your level of experience and expertise, your work could involve a variety of things from employment agreements, policies, health and safety, disciplinary and performance matters, recruitment, restructuring and redundancies through to high level employment relations strategy, collective bargaining, dispute resolution, conflict management, mediations, investigations and change management.

View Competing Cvs Job Applicant

In an interesting Human Rights Review Tribunal case (Waters v Alpine Energy Ltd [2014] NZHRRT 8), a prospective employer was recently ordered to disclose confidential information to an unsuccessful candidate for two positions. The information required to be disclosed included information about the successful candidates and information from referees – despite the usual expectation of confidentiality.

Social Media Pre Employment Employment

The most commonly used social media sites include:

Collection Credit Information Job Applicant Potential Employer

A woman told the Privacy Commission that she had applied for a job as a part-time retail assistant with a large retail chain employer.  The job application had been completed online on the store’s website. As part of the process she was required to consent to the store carrying out a credit check on her. The woman’s application was unsuccessful, and she complained to the Privacy Commission that she considered the store’s collection of her credit report was unnecessary for the purpose of determining whether she was a suitable applicant.

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