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Employee Selection Policy

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Employee Selection Policy Powered By Docstoc
					This document sets forth the hiring policy for a company and also addresses hiring from
within the company. As drafted, this form provides procedures for the company or its
human resources department to follow when recruiting, interviewing, and selecting a job
candidate. This form is intended to provide standard language and can be modified to
fit the hiring and recruiting needs of any company. This provision would be an important
addition to an employee handbook.
                                 Employee Selection Policy

It is our company's policy to always hire the employee who is best suited and most
qualified for the position after a careful review of the all the applicants, as compared
against the needs of the job. All applicants are required to complete a job application and
submit a resume. If, after an initial review of the resume and application, the employee
looks to be a match, an interview will be scheduled. The Human Resource Department
will check references, perform background checks, and run a credit report.

The company encourages in-house employees to apply for any position that they may be
interested in within the company. It will still, however, be necessary for them to
complete an application.

This company affirmatively opposes discrimination in the workplace, and this includes
the hiring process. All qualified applicants are encouraged to apply for any available
positions. This company will make all efforts to avoid discrimination on the basis of all
non-relevant factors, including but not limited to: ethnicity, country of origin, disability,
gender, __________, and marital status.


{Instruction & Note: Each state has its own list of protected classes of people, and the
above list is NOT exhaustive. Each company should ensure that the above list includes
all protected classes. In addition, a company may wish to add other classes, even if
they are not provided official state or federal recognition. (e.g., sexual orientation,
marital status, etc., or any other factor(s) important to your company.)}


NOTE: If any applicant feels that he or she has been discriminated against during any
part of the applicant process, that applicant is encouraged to direct those concerns to our
Human       Resources     Department,      at     ______________,       ________________
_______________ [PROVIDE NAME, PHONE NUMBER AND/OR LOCATION
OF AUTHORIZED PERSON]. All complaints will be treated with sensitivity and with
the greatest amount of confidentiality permitted by law.


Comment:
      Supervisors and department heads who need to fill a job opening or want to add a
       new job position should submit an employment requisition to the Human
       Resources Department for approval. All requisitions will be reviewed, but those
       for new job positions will be evaluated in greater detail before being approved.
      The Company normally will try to fill job openings above entry level by
       promoting from within, if qualified internal applicants are available. In addition,
       the Company normally will give consideration to any known qualified individuals
       who are on layoff status before recruiting applicants from outside the
       organization.


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      If candidates from within the Company are to be considered for job openings, the
       Human Resources Department will post the openings in accordance with company
       policy. Current employee candidates for the openings will be considered and
       processed.
      If candidates from outside the Company are to be considered for job openings, the
       Human Resources Department will be responsible for recruiting the candidates
       and should use the recruitment methods and sources it considers appropriate to fill
       the openings.
      During the recruitment, hiring, and orientation process, no statement should be
       made promising permanent or guaranteed employment; and no document should
       be called a contract unless, in fact, a written employment agreement is to be used.
       All employees of the Company should be aware that, as a general rule,
       employment with the Company is at will and therefore, employees should not
       make any representations to the contrary.
      When candidates from outside the Company are to be considered for job
       openings, the following procedures should be implemented:

                 (a) Any candidate for employment must fill out and sign an employment
         application form in order to be considered for hiring. Upon completion of the
         application, the candidate becomes an applicant for purposes of Company record-
         keeping.

                 (b) The Human Resources Department will consider requests for
         accommodation of disabilities and religious beliefs and will determine what, if
         any, accommodation will be made.

                 (c) Applicants determined to be qualified for consideration for available
         job openings will be interviewed by the Human Resources Department and given
         any tests required for the job.

                 (d) If the Human Resources Department determines that the applicant is
         qualified for employment, a second interview should be arranged between the
         applicant and the head of the department with the job opening.

                 (e) The department head has the responsibility to determine whether an
         applicant has the technical qualifications for the open position and meets the other
         job-related criteria necessary to perform the job. The decision whether to hire the
         applicant is to be made by the department head, but also must have the approval
         of the Human Resources Department.

                (f) Followi
				
DOCUMENT INFO
Description: This document sets forth the hiring policy for a company and also addresses hiring from within the company. As drafted, this form provides procedures for the company or its human resources department to follow when recruiting, interviewing, and selecting a job candidate. This form is intended to provide standard language and can be modified to fit the hiring and recruiting needs of any company. This provision would be an important addition to an employee handbook.
This document is also part of a package Employee Policy Templates II 40 Documents Included