Knowing and applying the correct processes to recruit a new employee can make a difference in selecting the right person for the position.

However, there are a number of issues that need to be considered when recruiting a new employee, in particular, ensuring the most suitable applicant is chosen on the basis of their skills, knowledge, experience and qualifications, and that any steps of the process do not or cannot be construed as having the potential to unlawfully discriminate.

It is important for employers to understand that different recruitment methods need to be used for different types of positions. 

For example, it is likely that management employees will need to be selected on the basis of a different process to that of a tradesperson.

In addition, certain occupations require specialist skills, such as information technology or sales, which in turn may require specialist approaches to the recruitment and selection processes.

When making a decision to recruit a new employee, employers should be careful not to make assumptions or unsubstantiated judgements concerning an applicant’s personal characteristics or particular attributes that have no relevance to the performance requirements of the position.

To begin the recruitment process, an employer must first establish the specific requirements and responsibilities of the position and the characteristics, skills, qualifications and experience (known as ‘selection criteria’) potential employees should have in order to be able to fulfill the requirements of the position.

Once the selection criteria required for the position has been determined, the criteria can then be divided up into ‘essential criteria’ and ‘desirable criteria’. 

Determining what criteria is essential to carry out the duties of the specified position and what criteria is desirable but not entirely necessary can assist in the assessment of applicants.

The next stage of the recruitment process is advertising the position. This can be done through a variety of mediums, including online job search websites and hard copy newspapers.

Once the position has been advertised and applications have been received, the next important task is to compare each applicant against the ‘essential’ and ‘desirable’ criteria. 

Using the information contained in the application will help establish whether, on paper, the person has the type of background that is necessary or desirable for the position and will minimise the risk of unlawfully discriminating against an applicant.

Applicants who do not meet all of the ‘essential’ criteria are normally excluded from consideration and should not be interviewed.

Consideration should then only be given to those remaining applicants who possess some or all of the ‘desirable’ criteria, and are then short-listed for an interview.

The interview represents a critical stage in the selection of employees as it allows the employer to meet the applicant in person and obtain additional information relating to the person’s actual skills, experience and employment history.

However it is important to note that interviews can be unreliable due to several factors that may arise, including the reliance on first impressions may bias interviewers ‘for’ or ‘against’ applicants for the remainder of the interview, and evaluating an applicant more or less favourably than should be the case because of the interview performance of the preceding applicant.

In approaching the interview, the interviewer should bear in mind the selection criteria, and the questions to be asked should be determined prior to the interview in order to ensure that all of the relevant information required to make the selection decision will be received.

It is also recommended that the interviewer consults relevant discrimination legislation prior to conducting the interview to ensure that the questions posed do not have the potential to discriminate.

When the preferred candidate has been selected, and all tests (e.g. pre-employment health or functional assessments), interviews, and reference and police checks (where appropriate) have been completed and are satisfactory, an offer of employment will be made verbally, followed by written confirmation.

The applicant will then be required to sign the Letter of Appointment/Contract of Employment as acceptance of the offer of employment before they commence work.

For more information about specific recruitment and selection processes for your business, call the Business Advisory Centre on 08 8300 0101.

Business SA’s Employers’ Handbook can also assist employers in the recruitment process. For more information visit: www.business-sa.com or call 08 8300 0113.