Recruitment in France
Published on :
01/04/2022
01
April
Apr
04
2022
Job description
DO:
- Focus on concrete tasks and consider which role requirements are essential and which ones are desirable;
DO NOT:
- Avoid gender specific language and references to subjective “values” or behaviours;
Application process (including interviews)
DO :
- Ensure that the application process is fair and accessible to all candidates / prospective candidates;
- Ensure that there are at least 2 individuals involved in the selection and decision making process;
DO NOT:
- Ask questions pertaining to private life, sexual orientations, religion, trade unions activities, health issues, financial issues, etc. Only questions which facilitates the assessment of their professional skills with regards to the offered position may be asked;
- Make assumptions about the reasonable adjustments of a disabled person’s application and their ability to perform effectively in the role. If a disabled applicant seems qualified, they should be offered an interview to clarify the question of reasonable adjustments;
Background checks
DO:
- Be transparent with the candidate regarding the background check purpose, methodology and content;
- Focus on the objective assement criteria such as, the authenticity of diplomas and statements, including the professional experience mentioned in the resume;
DO NOT:
- Ask for the full criminal record of the individual as this is not allowed, except for the specific entities such as the security ones;
- Use information relating to the employee’s private life even if it is publicly available on social media profiles.
History
-
Belgium: Employing Ukrainian Refugees in the Belgian Labour Market
Published on : 19/04/2022 19 April Apr 04 2022L&E GlobalAuthor: Chris Van Olmen The Belgian government estimates that around 200.000...Source : leglobal.org
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Belgium: Court Calls Into Question the Enforceability of the Right to Collective Action in the European Social Charter
Published on : 19/04/2022 19 April Apr 04 2022L&E GlobalAuthor: Chris Van Olmen The Supreme Court of Belgium (Court of Cassation) was...Source : leglobal.org
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Australia: Statutory Limit does not apply to Human Rights Claims in the Victorian Civil and Administrative Tribunal
Published on : 19/04/2022 19 April Apr 04 2022L&E GlobalAuthors: Jenny Inness and Justin Pen The Victorian Supreme Court has held tha...Source : leglobal.org
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Australia: Recent High Court decisions provide Clarity on Determining ‘Employee’ vs ‘Independent Contractor’ Status
Published on : 19/04/2022 19 April Apr 04 2022L&E GlobalAuthor: Justin Pen The High Court of Australia has clarified the proper appro...Source : leglobal.org
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Argentina: Companies with more than 100 Employees must have on-site Childcare Centres
Published on : 19/04/2022 19 April Apr 04 2022L&E GlobalAuthor: Nicolás Grandi On 23 March 2022, the Official Gazette of Argentina pu...Source : leglobal.org
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L&E Global’s European Members Commended by The Legal 500 EMEA 2022
Published on : 14/04/2022 14 April Apr 04 2022L&E GlobalL&E Global is proud to announce that our European members have been recognise...Source : leglobal.org
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Macron indemnity scale | Consequences of the war in Ukraine | Presidential election
Published on : 01/04/2022 01 April Apr 04 2022Newsletter / Looking FowardMacron indemnity scale An important ruling is due on 11th May to decide wh...
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Prohibiting alcohol | Post-termination non-competition clause
Published on : 01/04/2022 01 April Apr 04 2022Newsletter / Recent Case Law1) Prohibiting alcohol Internal regulations (so called “réglement intérie...
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Ocupational health prevention | Sexual harassment | Protection of whistleblowers | Ukraine special flash
Published on : 01/04/2022 01 April Apr 04 2022Newsletter / New legislation1) Law to strengthen occupational health prevention The Occupational Healt...
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Recruitment in France
Published on : 01/04/2022 01 April Apr 04 2022Newsletter / Do’s and Dont’sJob description DO: - Focus on concrete tasks and consider which role r...