Hiring

Taking the time to carefully plan the hiring process is important and ensures that you hire an employee with the right mix of skills and characteristics for the job.

A job description should be an outline of the purpose of the job, its main tasks and duties as well as more general information such as health and safety responsibilities.  

An employer has an obligation to ensure that recruitment advertising is carried out in a non-discriminatory manner.

There are two main options for inviting applications to job vacancies:
• providing a job application form to be completed and returned, or;
• asking applicants to send a copy of their curriculum vitae (CV).

When replies to the job advertisement have been received, it is appropriate to:
• match applications against the job description and person specification;
• eliminate applicants who do not have the basic requirements for the job; and
• draw up a shortlist of candidates for interview.

The final stage in the recruitment and selection process is the most important — choosing the best person for the job.

Employers can do various checks to make sure future employees can do the job they are being hired to do, that they are entitled to work in Northern Ireland, and that they are not barred from working with vulnerable groups.

When an employee starts work, the employer has a duty of care towards them. This includes making sure that they can do the job safely and competently.

Fair treatment is not just a moral and legal obligation but makes good business sense. Employers who treat employees fairly will be best placed to recruit and retain staff in an increasingly diverse and competitive labour market.

There are certain laws that protect the employment rights of young workers. Such laws are around health and safety, what jobs young workers can do, when they can work and how many hours they can work.  If you want to employ young people — in some cases, this can include people up to the age of 25 — it is important to be aware of your legal responsibilities.