The hiring process is the biggest business risk yet very fundamental in every organization. It plays a significant role in determining the success of the business. Employee under-performance can cost the business in terms of time and finances. Additionally, research has found that the hiring process affects employee morale and consequently the performance.
Business managers should therefore be adept in issues that may affect the hiring process. It is every business manager’s desire to assemble the best team to enable smooth running and to realize the full potential of the organization. This page will give business owners of New Zealand insights on how best to undertake the hiring process and the much needed legal advice involved in the recruitment process.
Tips on getting the right employees
The recruitment process is affected by a number of factors. For example: the method of selection, the capabilities of the selection panel, the job description, demographic characteristics of the people involved, the legal process and financial ability of the company among many other issues. This is why this process takes long because it requires careful review.
The first step towards acquiring the right workforce involves planning the selection process. This includes formulation of an appropriate job description that can be easily understood by all parties. All legal aspects of recruitment should be taken into consideration during this period hence the need for a legal advisor.
Define a method of selection that suits your type of business. Interviews are the most common selection process used by most organizations. Others use aptitude or personality tests, work samples, presentations or a combination of several methods. Whatever method selected should give an understanding of the employees past performance and cover the entire essential functions of the organization.
In the case of interviews, training of the interviewers is a key step in order to harmonize their understanding and expectations of the recruitment process. The business owner needs to be aware of common biases encountered during the interview process and mitigate them effectively. The selection criteria should be clear to both the interviewer and the applicant.
Take into account biases that might affect the selection process and manage them proactively. Sociologists also posit that interpersonal dynamics can significantly affect the hiring process. Seeking out commonalities in knowledge, experience, and interests is typically the first thing two people do upon meeting (Gigone, Daniel and Reid Hastie. 1993. “The Common Knowledge Effect: Information Sharing and Group Judgment”). So interviewers might tend towards applicants with similarities to them.
The selection process should be clearly structured to yield the best results because it establishes a standardized process for evaluation. Posthuma, R. A., Morgeson, F. P., & Campion, M. A. in 2002 in their study “Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time” concluded that adding structure to the interview process enhances the validity and reliability of interviewer evaluations.
It is good practice to check an employee’s references because the process involves a lot of unknown people. This especially is important prior to confirmation of an offer for employment. These references may include references from former employers, criminal records, practicing licenses, immigration status or personal testimonies of character.
This provides the character evaluation of an individual and informs the decisions to hire depending on the requirements of the business. The process of obtaining such information is guided by several employment acts.
Under the coveted Employment Act 2000 (Section 120), the employer has no legal obligation give a reference for an employee. However, in the case of dismissal, the employer is required by law to provide reasons for dismissal 60 days after the dismissal date. Upon request, the employer should issue the statement within 14 days.
The Privacy Act of 1993 also requires that employers seek consent of the applicant before accessing their personal records from relevant authorities. The employer may ask for an applicant’s criminal record, if that individual fills in the Ministry of Justice’s form (Priv/F2) in addition to section 1 in the document which authorizes third party information exchange.
The Immigration Act 2009 also prohibits the employment of persons that are not eligible work in Newzealand. The information can be verified through the online database (VisaView). Negligence of this precaution may also lead to major legal implications that might have serious ramifications for the business.
Employment Law Training (ELT) offers comprehensive employment law Wellington advice through courses and seminars and in-company training of staff. The courses can be tailored to suit each business setup.
Integrating new employees
The new staff should be able to fit well with the existing team to realize the company’s goal. The business owner can involve qualified personnel to train and manage the workforce to properly understand their roles. This is especially necessary for entry level jobs where employees have no previous work experience.
The new employees must be carefully assimilated into the work culture of the organization. This process includes training on rights,responsibilities and procedures for employee dispute resolution. ELT has experienced professionals who can deliver courses and advice on appropriate company policy that takes into account the legal system in nz. The staff will be educated on ways in which their actions might put the business at risk.
Best decision to save your business
Employment Law Training has for years offered top employment advice NZ that has saved organizations from taking employment risks. We understand that the right information enables clients make the right choice. We provide employment law training for employers. The training is structured in line with National Labour law led top employment law experts.
Training courses are constantly updated and tailored to fit requirements of different businesses. We also advice on how to effectively improve your training budget and deliver the message comprehensively. Our services are available throughout New Zealand.
Contact us for further information or to book an in-house training session. For a long time now,we have provided assistance to clients across the board and we guarantee that your interactions with us at whatever level shall always be productive and skewed toward getting you what you need in the long term.