As a small business, what is the best way to recruit the talent needed for the workforce?
The best approach, is to first look at what is important to the business, the ways one does business – including culture, values and beliefs.
Then create each job description to use as a recruiting tool.
Having a knowledgeable recruiter partnering with the hiring manager will be helpful in determining a good fit.
Establish interview questions that will be in compliance with the Employment Standards Act and Human Rights legislation:
1. Age: candidate can only be asked if they are between the ages of 18 and 65.
2. Don’t ask questions about creed/religion.
3. Don’t ask any questions about disabilities at the application stage. A driver’s license copy may be requested after a conditional offer of employment has been made.
4. Don’t ask any questions about family status.
5. Don’t ask any questions about marital status.
6. Don’t ask any questions about race, colour or ancestry.
7. Do ask, “Have you ever been convicted of a criminal offence for which a pardon has not been granted?”
8. Don’t ask any questions relating to pregnancy.
9. Don’t ask any questions about sexual orientation or same-sex partnerships including: forms of address (ie. Mr., Mrs., Miss, name of spouse or partner, and categories on the application form inquiring about married, common-law or divorced status).
10. Don’t ask questions about gender and gender-based appearance.
11. Do set up an interview away from any distractions. Do check references with previous employers, and do ask the candidates permission prior to making the phone calls.
12. Do keep copies of all interview notes, resumes, skill assessments and references.
13. Do present an offer of employment by phone, accompanied by a formal letter of offer.(Source: Ontario Human Rights Commission/Human Resources Professionals Association).
Gayle Stafrace is a consultant with GSC Human Resources Professional Services in Guelph.
