3 Tips To Ensure Compliance During Recruitment – WalkWater Talent Advisors

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The three basic things you look for in a
candidate when youre looking to hire are his
qualifications, skills, and experience. If the
qualifications match the criteria of the job,
and the candidate is highly skilled for, and
well-experienced with the tasks involved, youre
likely to hire him.
Although finding such a candidate can help your
company achieve long-term goals and business
objectives, but the process of finding this one
candidate isnt a piece of cake. Theres a lot
that needs to be put in while hiring in order to
find the ideal fit. This is why companies rather
opt to partner with leading leadership hiring
companies in India for the task, because theyre
certain that such hiring companies can help
bring the most remarkable outcomes. Outsourcing
the recruitment task to such specialists is
advisable because the hiring process needs to be
flawless and streamlined with the best practices,
along with being compliant with all the
necessary laws and regulations. Anything missed
out or gone wrong can result in your company
ending up with bad or not-so-ideal hires, which
means that youll be looking to find replacements
again soon. Listed below are some such
compliance tips that need to be considered while
recruiting.
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Make sure that the questions asked are consistent
and rightful A recruitment process is basically a
round of questions and answers, those that can
help identify a candidates skills, experience,
and motivations. You must ensure that each
candidate out there gets the same treatment and
questions as everyone else. Any kind of bias or
prejudice, based on the caste, colour, race,
religion, or background of the candidate, is
unacceptable. It is mandatory to stay as
consistent as possible with each candidate, to
ensure fair and compliant interviews. Also,
ascertain that no kind of illegal questions are
asked, mistakenly or on purpose, that go against
employment laws. Asking applicants questions
that are not related to the company, or the
position they are applying for, is often seen as
illegal in the eye of law. These may include the
topics of family, nationality, marital status,
religion, sexual orientation, etc. While such
questions may seem general and unharmful, they
may result in fines, lawsuits, and other types
of legal action if the information is mishandled
in the future. Be through with references and
other checks before finalizing Once you shortlist
your candidates for a final round of interview,
make sure you know everything about their
character and personality. While the background,
caste, or religion the candidates come from
shouldnt make for a biased decision, the kind
of person he or she is, certainly matters. You
must thus be thorough with all kinds of
references and other checks to ensure that the
individual, irrespective of his family,
background, and caste, is a good choice for your
company. Ensure that they are responsible and
trustworthy. Track down any red flags Look for
any kind of red flags such as any kind of
criminal charges, suspended licenses, or any
other type of trouble with the law to frequent
changing of jobs. Everything on the candidates
end should be accurate and consistent, so that
you are at peace when you hire them, with
nothing worrying you about any kind of
unnecessary risks that may arise in the
future. Once youre thorough about what the
candidate can offer to your company, and what
all you can expect out of him, you should be
assuming that the collaboration between your
company and the hire will be a productive,
long-term, and compliant one.