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Things to think about...
- What precisely do I need to fill this position?
- Does my advert contain a genuine occupational qualification?
- Are my requirements “essential” or “desirable”?
- If you set a closing date, stick to it
- Don’t move the goalposts during the recruitment process
- Review your advertisements every single time
- Am I breaching the Equality Act 2010?
- You can be taken to tribunal by a job applicant.
- How robust are your policies and procedures for recruitment and selection?
- Do they comply with the Equality Act 2010?
It’s important to remember when advertising vacancies that employment legislation still applies. Any advertisement for a position should give a fair and accurate description of the job, including job title, reporting procedure, how to apply, location of the job and the duties and responsibilities of the role. Other areas to include could be the deadline, the remuneration and benefits package, and skills and experience needed including academic qualifications. As a potential employer it is essential to remember that it is unlawful to discriminate in recruitment advertising on the grounds of race, sex (including gender reassignment), disability, marriage/civil partnership, religion or belief, pregnancy/maternity, age, sexual orientation. There are statutory acts designed to protect people from discrimination in the context of recruitment and you need to be very careful not to exclude any potential applicant through poor wording of your advertisement.