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Employment Memo - Pre-employment - Recruitment and selection - III. Recruitment procedure - Recruitment methods - 585
A vacancy can be publicised in a range of ways, and more than one method is often used (see table below). To avoid discrimination, employers need to give some thought as to which method(s) to use. Not advertising, or advertising in certain publications with a narrow readership, or using particular recruitment methods may restrict the groups of applicants who can apply. In order to avoid claims of indirect discrimination, the employer should place adverts in publications that will reach individuals who have...Click here -
Employment Memo - Pre-employment - Recruitment and selection - Monitoring and data protection - Data protection - Advertising - 678
Applicants should be informed of the name of the organisation to which their information will be provided and how it will be used, unless this is self-evident (normally the case with adverts for specific jobs, where the employer's name is on the advert). If the link between the requested information and its potential use is unclear, an explanation must be given. If a recruitment agency is used, it must identify itself when placing an advert on behalf of an employer and explain how an applicant's personal data...Click here -
Employment Memo - Agency workers - Agency obligations - 2040
Irrespective of whether an agency worker is its employee or worker, the agency has certain obligations to them.Click here
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