招聘规则[文献翻译]2011-01-09.docVIP

外文文献翻译译文 外文原文 原文： Recruitment rules Watson,Mark Filling vacancies for employment isnt as easy as it used to be. Employers cannot simply pick and choose candidates according to whim and prejudice-there needs to an adherence to a multitude of law and regulation. Miss out on any and employers can expect trouble from litigious prospective employees. Diversity of applicants The watchword about job advertisements is diversity avoiding discrimination risk. Unlike other employment rights, anti-discrimination laws apply to applicants for jobs not just workers in post. Advertisements which could be taken to indicate an intention to discriminate may prompt standalone action by the Equal Opportunities Commission, Disability Rights Commission or Commission for Racial Equality. They also will be persuasive evidence to support an unsuccessful (or. for that matter, successful) applicants claim for discrimination in Recruitment. Advertise every time The best advice on advertising jobs is to make sure you do it -ideally, every time theres a vacancy. Informal methods of recruitment such as word of mouth are warned against by the various equality agencies, as they tend to result in replication of the current workplace demographic and cloning whereby people recruit people like themselves. Cloning is the antithesis of diversity Targeted search and selection may also only access a narrow pool of applicants, Using a range of recruitment methods is more likely to attract a diverse pool of applicants. Control your content The content of an advertisement is obviously critically is prohibited to use gender specific job titles such as salesman, chairman, and waitress so use a gender-neutral alternative (or, if thats just too painful, use both the male and female titles). Care over the specified Job criteria is crucial: some of the most common job requirements have a disparate impact on a particular gender, race or other group (for example, fewer women than men hold driving licenses or can work