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Discussion paper - Recruitment and employment equity
This publication deals with the recruitment process and employment equity. It considers the right of applicants not to be unfairly discriminated against, the right to privacy, medical testing, psychometric testing, affirmative action and managerial prerogative.
Employment equity
Sub Category
Employment Equity
Document Type
Information Sheet
Discussion paper - Recruitment and employment equity IS.pdf
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Johanette Rheeder
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14 pages in document, you are previewing the first 2 pages below:

Discussion paper: Legal aspects in recruitment and selection. By Johanette Rheeder Recruitment generally entails a process undertaken by a prospective employer, or a recruitment agent who acts on behalf of the prospective employer to attract or invite a candidate to apply for a position, to screen, select, test (e.g. competency based testing or psychometric testing) and to appoint a qualified and suitable person for a job. The stages of the recruitment process normally start with the prospective employer identifying a need (job or functions) which cannot be accommodated by current staff due to reasons such as resignation, retirement, dismissal or the need for new positions generated by restructuring or down scaling or growth. The prospective employer will then do a job analysis and start developing person and key specifications for the job. This will result in the position being advertised with critical and non critical specifications. Most employers have a policy of first recruiting internally before the position is advertised externally or in the media.