There are a host of methods an employer may pursue in attracting applicants for an available position, including advertising and the use of recruitment agencies. Probably the most common is to place advertisements in newspapers or on recruitment websites which are aimed at a ‘target group’ of potential employees. Word of mouth is a method which can lead to allegations of discrimination as certain categories of person may be indirectly excluded from the process, but whatever method of advertising is decided upon, all applicants should be channelled through the chosen procedure.
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 for submitting applications, 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 gender, civil status, family status, sexual orientation, religion, age, disability, race, and membership of the Traveller community. There are legislative provisions 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. Furthermore, the advertisement should be a true reflection of the job on offer and it should not be falsely advertised as being more beneficial than the employer intends it to be. This is because the applicant will apply on the basis of the advertisement and as such the wording of the advertisement may be deemed to form part of the overall employment contract.