Recruitment and Selection

Recruitment procedures, job specification, short-listing, reasonable adjustments, references, special employee categories, vetting procedure, criminal record, discriminatory advertisements, selection interviews, interview records, retention strategy.

Latest in Recruitment and Selection

How to Hire the Perfect Person Every Time

Posted in: HR Updates ROI on 01 February 2017

This article is listed under the following topics:
Recruitment and Selection

How to Keep Your Best Employees

Posted in: HR Updates ROI on 18 January 2017

This article is listed under the following topics:
Recruitment and Selection
Case Law

A University v A Worker [2016]

Case reference: LCR21333, Legal body: Labour Court,

This article is listed under the following topics:
Recruitment and Selection

Recruitment and vetting of candidates by employers

Posted in: Amorys Solicitors on Privacy & Data Issues on 04 August 2016

The National Vetting Bureau (Children and Vulnerable Persons) Act 2012-2016 requires that all employees employed whether on a temporary, or agency contract, as an intern or on a voluntary basis who provide services to children under 18 or to a “Vulnerable Person” must be vetted by the National Vetting Bureau (formerly Garda Vetting Bureau).

This article is listed under the following topics:
Human Rights Policies and Procedures Recruitment and Selection
Case Law

Patricia O’Brien v National Hardware Ltd [2013]

Case reference: DEC-E2013-105 , Legal body: Employment Tribunal,

Case Law

Clare O’Dowd v Sligo Young Enterprises Limited T/A Sligo Community Training Centre

Case reference: DEC-E2013-133, Legal body: Equality Tribunal,

Background Checks and Garda Vetting Checklist

Posted in: Templates and Checklists ROI on 13 June 2016

Between data protection, spent convictions and mandatory vetting, background checks in recruitment and selection are becoming a confusing area.

This article is listed under the following topics:
Recruitment and Selection Templates & Checklists ROI

Spent Convictions Act 2016 – What it means and implications for employers

Posted in: HR Updates ROI on 26 May 2016

Specified minor convictions 7 or more years old will become known as “spent”. Applicants will no longer be obligated by law or general agreement to declare the conviction or circumstances relating to the conviction to potential employers.

This article is listed under the following topics:
Policies and Procedures Recruitment and Selection