SWOT analysis enables you to identify where gaps exist in terms of the skills and services needed. Once these gaps are known, efforts are made to hire appropriate staff. The hiring process should be fair and guided by a clearly defined recruitment policy. The competencies of the hired personnel should match the job requirements, or at least show that the hired individual is easily and quickly trainable to perform in the new position.
How does your organisation ensure that staff recruitment and hiring is done fairly? Think of the practices in your organisation and consider whether there are any disparities in the recruitment process. You are free to discuss with your colleague.
As you read the following sections, reflect on your own recruitment processes more deeply.
Principles of staff recruitment
According to the International Labour Organisation (ILO), the following principles guide fair recruitment processes in an organisation:
- Recruitment should take place in a way that respects, protects and fulfils internationally recognized human rights, including those expressed in international labour standards.
- Institutional recruitment policies should be in keeping with international and national labour regulations.
- Appropriate legislation and policies on employment and recruitment should apply to all workers, labour recruiters and employers.
- Recruitment should take into account policies and practices that promote efficiency, transparency and protection for workers in the process, such as mutual recognition of skills and qualifications.
- Regulation of employment and recruitment activities should be clear and transparent and effectively enforced.
- The terms and conditions of a worker’s employment should be specified in an appropriate, and easy to understand manner. They should also be clearly outlined in written contracts in accordance with national laws, regulations and employment contracts.
- The institution should provide workers with access to free or affordable grievance and other dispute resolution mechanisms in cases of alleged abuse of their rights in the recruitment process, and effective and appropriate remedies should be provided where abuse has occurred
Adapted from ILO, (2016) General principles and operational guidelines for fair recruitment: (/ https://www.ilo.org/wcmsp5/groups/public/—ed_protect/—protrav/—migrant/documents/publication/wcms_536263.pdf)
- You have done some reflection on how staff recruitment is conducted in your organisation. Read the ILO principles again. How does practice in your organisation meet the ILO principles?
- Rate your organisational HR practice out of six, with one being poor and six being excellent. Give reasons for your rating.
- Share your rating in the discussion forum.
SWOT analysis enables you to identify where gaps exist in terms of the skills and services needed. Once these gaps are known, efforts are made to hire appropriate staff. The hiring process should be fair and guided by a clearly defined recruitment policy. The competencies of the hired personnel should match the job requirements, or at least show that the hired individual is easily and quickly trainable to perform in the new position.
Stop and think
How does your organisation ensure that staff recruitment and hiring is done fairly? Think of the practices in your organisation and consider whether there are any disparities in the recruitment process. You are free to discuss with your colleague.
As you read the following sections, reflect on your own recruitment processes more deeply.
Principles of staff recruitment
According to the International Labour Organisation (ILO), the following principles guide fair recruitment processes in an organisation:
Adapted from ILO, (2016) General principles and operational guidelines for fair recruitment: (/ https://www.ilo.org/wcmsp5/groups/public/—ed_protect/—protrav/—migrant/documents/publication/wcms_536263.pdf)
Learning activity 3
Project lead
Supported by
Development Partner