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Recruitment and Selection

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Having a robust recruitment and selection process is a fundamental step in ensuring that the correct calibre of candidates are attracted to apply for vacant positions with the Organisation, and also to ensure that the correct choices are made when selecting new Employees.  Making good recruitment and selection decisions can contribute greatly to an Organisations success in achieving its mission and goals, as well as supporting an Organisation’s values and methods of working.  Poor recruitment and selection procedures can, on the other hand, give rise to huge costs, waste time and result in bad selection decisions.  Poor selection can result in a higher turnover of Employees, lower productivity, and low morale amongst the workforce.

In addition to the exposure to the risk of making poor decisions, Employers also risk allegations of discrimination being made against them when recruiting.  Under Irish equality legislation, it is important that an Employer has in place fair and transparent recruitment procedures.  In order to demonstrate fair and transparent procedures, it is often necessary to have extensive documentation retained in relation to the recruitment and selection processes.  Many Employers are found guilty of discrimination simply due to a lack of recruitment records and notes.  Furthermore, an interviewer who asks an inappropriate question at interview may also expose their organisation to claims for compensation under the Employment Equality Acts, 1998 - 2012.

Relevant Legislation - The Employment Equality Acts

The Employment Equality Acts, 1998 – 2012 set out nine protected grounds under which discrimination is illegalEvery Organisation and person is obliged to ensure equality with regard to access to employment under the Acts.  This means that it is illegal to discriminate based on any of the grounds against any applicant for employment.  A recruiting organisation has a responsibility not to discriminate, and also to ensure that no person discriminates while acting on behalf of the Organisation, e.g. the hiring manager or interviewer.