Recruitment and Selection in Canada

Recruitment and Selection in Canada
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Recruitment and Selection in Canada
Types of Legislation That Affect Recruitment and Selection in Non-Unionized Workplace
In Canada, several pieces of legislation impact recruitment and selection in a non-unionized workplace. This section summarizes the major rights and obligations each piece of legislation provides.
Canadian Human Rights Act (CHRA)
The CHRA prohibits discrimination based on several grounds, including race, gender, religion, age, and sexual orientation. The Act applies to all federally regulated employers and employers in the private sector in provinces and territories that do not have equivalent legislation. Employers have to accommodate employees to the point of undue hardship, Kramar. In recruitment and selection, the CHRA requires employers to avoid discriminatory practices and ensure that all applicants are evaluated fairly and without bias. Employers must also make reasonable accommodations to ensure that individuals with disabilities can participate in the recruitment and selection process.
Employment Equity Act (EEA)
The EEA aims to promote equality in the workplace by addressing systemic discrimination and promoting diversity. The Act applies to federally regulated employers with 100 or more employees. These employers must implement employment equity programs to identify and address barriers to hiring and advancing four designated groups: women, Aboriginal peoples, persons with disabilities, and members of visible minorities (Kramar et al., 2018). In the context of recruitment and selection, the EEA requires that employers take proactive steps to ensure that designated group members have equal access to employment opportunities. Employers must also monitor their recruitment and selection processes to ensure that they are not inadvertently excluding members of these groups.
Personal Information Protection and Electronic Documents Act (PIPEDA)
PIPEDA governs private sector organizations' collection, use, and disclosure of personal information. The Act applies to all organizations that collect, use, or disclose personal information during commercial activities. This includes collecting personal information during recruitment and selection (Kramar et al., 2018). PIPEDA requires that employers obtain the consent of job applicants before collecting and using their personal information. Employers must also ensure the security of this information and provide job applicants with access to their personal information upon request.
Accessibility for Ontarians with Disabilities Act (AODA)
The AODA aims to promote accessibility for persons with disabilities in Ontario. The Act applies to all organizations that provide goods, services, or facilities to the public in Ontario, including employers. Employers must develop and implement accessibility policies and practices to identify and remove barriers to employment for persons with disabilities (Kramar et al., 2018). The AODA requires that employers take proactive steps to ensure that their recruitment and selection processes are accessible to persons with disabilities. This may include providing accommodations such as accessible formats for job postings and application forms, as well as accessible interview arrangements (Kramar et al., 2018).
In summary, the major pieces of legislation that affect recruitment and selection in a non-unionized workplace in Canada are the CHRA, EEA, PIPEDA, and AODA. These Acts provide job applicants with important substantive and procedural rights, including protection from discrimination, equal access to employment opportunities, privacy protection, and accessibility accommodations. Employers must ensure that their recruitment and selection processes are fair, non-discriminatory, and accessible to all applicants.
Why Is Such Legislation Necessary?
Legislation governing recruitment and selection is crucial in ensuring that job opportunities are available to all individuals equally, regardless of their characteristics. As highlighted in the textbook, Recruitment and Selection Canada, in chapters 1 and 3, such legislation helps prevent discrimination and hiring bias, which can limit employment opportunities for certain individuals or groups and perpetuate systemic inequality (Kramar et al., 2018). Employers have a range of interests in the recruitment and selection process, including the need to hire the most qualified candidates, fit new hir...