Hiring Do's and Don'ts

June 8, 2010 - Tags: Employers Regulations

Finding the best employees for your business means looking at some best practices that will help you get the results you need, while meeting government requirements.

Before advertising a job and screening applicants, you should write a job description that outlines the job requirements and separates skills that are essential from those that are helpful. In the posting, you should specify the minimum requirements of the job, as well as the salary range.

You may choose to conduct a pre-employment assessment, before you begin the hiring process, using tests to collect information from job applicants on topics such as motives, ethics, personality traits, work experience, intelligence, skills, preferences and preferred work hours.

It is helpful to develop an interview schedule and make sure all interviewers are on the same page, when it comes to what is relevant information. All candidates should receive equal treatment and there should be consistency in the interview process.

Read Evaluating and Testing Job Applicants from Human Resources Management for more information on assessments.

You should interview at least three to six candidates for the position, and only interview people you think you would want to hire, based on the information available to you ahead of time. Knowing what you need from your potential employee is as important as finding out what he/she has to offer.

During the interviews, keep notes on the answers given by each candidate. Focus on learning about their experience, ability and personal qualities that will directly affect how they will perform the job and fit your business situation. Ask open-ended questions and pay attention to non-verbal body language.

The Canadian Human Rights Act entitles all individuals to equal employment opportunities without regard to race or colour, national or ethnic origin, religion, age, family or marital status, gender, pardoned conviction, disability or sexual orientation. Avoid asking questions about these things, unless it is very relevant to the applicant's ability to perform the job. Find out more in the Guide to Screening and Selection in Employment from the Canadian Human Rights Commission.

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