3 Tips To Ensure Compliance During Recruitment – WalkWater Talent Advisors

The three basic things you look for in a candidate when you’re 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, you’re 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 isn’t a piece of cake. There’s 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 they’re 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 you’ll be looking to find replacements again soon. Listed below are some such compliance tips that need to be considered while recruiting.

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 candidate’s 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 shouldn’t 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 candidate’s 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 you’re 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.