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RECRUITMENT OF STAFF – BEST PRACTICE RECOMMENDATIONS

By

Kastuv Ray

Introduction

Intellectual capital and employees are the true wealth of a company. Therefore, when an organization recruits potential employees it is necessary to appoint individuals with the appropriate skills and qualifications and with the necessary background to steer the organization forward.

Key Risks

With the current growth in national legislation, employment law and current media attention on background checks, the following risks may be identified as posing a threat to the operation of such a process:

• The recruitment process may not be seen to be equitable

• The recruitment process may not take account of changes in the law especially with respect to Equal Opportunities and Discrimination Laws

• Adequate records may not be kept of the interview thereby leading to a risk that the organisation may not be able to provide an adequate defence if they were taken to court

• Individuals may be appointed without the appropriate skills and qualifications

• Adequate background checking procedures are not in existence thereby causing individuals to be appointed who pose a threat to the organisation and others

Examples of Recommendations

Listed below are some examples of recommendations (typical) that internal auditors may wish to think about when undertaking an audit on recruitment and selection:

• The Recruitment and Selection Procedures need to be expanded to include guidelines with respect to policies on security and confidentiality of documents and the documentation procedure for the results of police checks

• Guidelines need to be produced relating to the time period for holding unsuccessful applications

• An outline of issues for managers to consider in deciding the composition of an interview panel should be included in the recruitment and section guidelines

• The nature of the relationship of the candidate to the referee should be stated in the standard application form

• Guidelines should be produced as to the correct procedure whereby in the event of one of the references being unable to be obtained, candidates are required to produce another suitable referee who can be approached

• Copies of all relevant qualifications should be kept on the personal file

• The organisation needs to adopt a process for the independent sighting and certification of professional qualifications

• The Pre-Medical Questionnaire should include a tick box section which questions whether

  • The employee has ever suffered from an alcohol or drug-related illness

  • The employee has taken time off work due to stress in the last 2 years

• All individuals who sit on an interview panel should attend a course on recruitment and selection of staff and interviewing skills

•  The recruitment guidelines should include examples of types of questions that should not be asked at interviews

• Detailed background checks should be undertaken wherever possible (an organisation that specialises in this field could be appointed)

Conclusion

This article is meant as a guide only for auditors new to such an audit or to people who are interested in this type of audit.