Recruitment and Selection


Recruitment can be defined as the process of finding and attracting appropriate individuals to fill positions within your organization. 
Although the recruitment process by its very nature invites screening/distinguishing between candidates’ skills and abilities for the purpose of selecting the best possible candidate, employers are forbidden to do so on the basis of various prohibited grounds of discrimination.  The Resource Manager contains a profile of prohibited grounds of discrimination for each of the provinces, the federal government and territories in Canada.  This legislation impacts the recruitment process through advertising and recruitment methods.


Job advertising should only highlight skills, competencies and other requirements that are reasonable, genuine and directly related to the safe performance of the job.  In other words, an invitation to apply for employment, an advertisement of opportunity, or an application for employment should not seek to classify or exclude potential applicants on the basis of any prohibited grounds of discrimination.

Recruitment Methods

The methods used to recruit, i.e. employee referrals, advertising, agencies, etc. and the reasons for granting or denying employment to a candidate must be free of discrimination on those grounds.


Bona Fide Occupational Requirements

The easiest way to avoid a claim of discrimination is to base recruitment advertisements and job descriptions on the bona fide occupational requirements of the job and determine the minimal bona fide occupational qualifications the candidate needs to have to fulfill the requirements.  These qualifications are best stated in terms of the knowledge, skills, abilities and other occupational requirements.  Competency-based resources, such as National Occupational Standards and Strada, are excellent tools.



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