My WordPress

The Importance of HR Policies

hr policies recruitment

Your company’s success relies heavily on having an efficient hiring process in place, including an outline of policies regarding bias in hiring decisions and illegal interview questions, data protection measures and maintaining confidentiality for candidate information.

Furthermore, it should outline whether positions should be filled internally or externally as well as how vacancies are graded and advertised at what levels.

Job Description

Job descriptions are essential documents that outline the duties and responsibilities of positions. A comprehensive job description can attract candidates by clearly outlining its requirements; additionally, it serves as a resource for employees and managers alike. HR departments should take great care in creating and updating job descriptions to accurately reflect tasks required of every role within an organization.

Staff recruitment can be a challenging process for smaller businesses. An engaging careers page and comprehensive job description is key to drawing in candidates of interest – these should include details about company culture and recruiting philosophy as well as being easy to locate and navigate.

After creating a job description, the next step should be advertising it. Preferably, advertisements should be posted both on your company website and other relevant ones, but HR should also coordinate with recruitment consultants on creating an induction program for new employees.

HR departments should ensure that the recruitment and selection processes at their institutions adhere to the University’s Employment Policy, producing reports of interview decisions and giving feedback to unsuccessful shortlisted candidates. They should also ensure any agencies or external recruitment consultants who assist comply with University Recruitment and Selection policies as well as treat applicants fairly and with respect.


An effective recruitment policy must include details regarding the qualifications for each job, to avoid bias and unfair selection practices as well as remaining compliant with local and federal employment laws. Some policies may include mandating that applicants complete formal applications or attest to the accuracy of their statements, while it’s also beneficial to include a statement of procedures outlining how the hiring process operates.

Your recruitment policy must also address how employees will be informed of their need to leave and when. Furthermore, this document should outline desired notice times, exit interviews and reasons for involuntary termination to ensure your business follows best practices while remaining flexible enough to adapt quickly in an ever-evolving business environment.

First step of any successful hiring process is posting an advertisement detailing job requirements and qualifications for the position being offered. After this is complete, screening candidates is undertaken; this usually entails reviewing resumes and conducting phone or video interviews before ranking each applicant based on qualifications; those meeting minimum requirements advance to further stages while those not fulfilling them are either not contacted further or rejected depending on company hiring policy.


HR policies must be updated frequently to keep pace with current business trends, especially social media usage in the workplace, which requires companies to draft policies regarding how employees may use personal accounts on social media to protect the reputation of the company and avoid legal issues. Furthermore, it is vital that HR policies take into account current employment regulations like FMLA reporting and EEO-1 reporting for federal contracts.

Interview procedures must follow a fair and objective process for candidates. Interviewers should discuss each shortlisted candidate’s background information, qualifications and work experience during an in-depth conversation. Typically this takes place before being adjudicated by a panel composed of recruiter, hiring manager and one member from HR who record their decisions on a recruitment policy pdf document.

As part of their interview process, HR teams should be cognizant of any unconscious biases that may disadvantage protected groups. Furthermore, they must receive training on different interview techniques as well as establish guidelines for how selection processes should take place.

Final approval for any selection must come from both the School/Unit Head and HRO (if needed). Once shortlisting has taken place, HR recruiters or representatives should refrain from inquiring into an applicant’s salary history unless directly relevant to a job-related question.


HR will prepare an offer of employment that details job title, salary and start date before giving them time to consider it and decide. If accepted by them, HR will arrange for background checks as needed and arrange other follow up measures as appropriate.

Once an offer is accepted, the new employee will sign an employment agreement and will be informed of their start date by HR. They will also receive an overview of company policies such as performance management and workplace safety.

Companies with consistent recruitment policies can ensure all applicants are treated equally when applying for positions, and avoid potential liability from claims of discrimination or unfair hiring practices. To keep your policies compliant with current laws and best practices, it is crucial that they be regularly adjusted as needed; you can do this by reviewing metrics from your ATS or reading HR magazines/online articles/blog posts etc. It may also be beneficial to have an HR lawyer review the policies periodically. Using Viindoo HRM management software can simplify developing HR policies as well as track applicant data making finding suitable candidates easier!

Scroll to Top