Recruiting and Hiring Best Practices: Advice for Ontario Employers

Are you considering hiring new talent or expanding your staff? The process from posting a job to hiring a candidate can sometimes feel like an overwhelming one. From ensuring you cover all the bases in the job posting to actually hiring the right candidate, recruitment is a costly and time-consuming journey. And with the new stipulations stated in the proposed Working for Workers Five Act (Bill 190), employers must be even more cautious with their recruitment practices.

What are the requirements for hiring an employee in Ontario?

Following recruitment and hiring best practices is a great way to stay compliant with the changes once the Bill is passed. Each stage of recruitment requires its own set of necessary steps.

Before hiring – The proposed rules for job postings in Ontario

• Job descriptions are a must, and should be non-discriminatory
• Salary ranges and compensation information should be provided (will be mandatory once Working for Workers Five Act is passed)
• Disclose if you use AI in your hiring process
• Neutral language should be used as much as possible (e.g. “server” instead of “waiter” or “waitress”)
• The duties should be clearly outlined
• Application forms must be accessible and responsive across platforms
• Job posting should not request photos of applicants, as this information relates to The Ontario Human Rights Code
• Publicly advertised jobs should state whether or not the posting is for an existing vacancy

Interviewing - The requirements of hiring an employee in Ontario

• Create multi-person interview panels for fairer interviews
• Keep the questions consistent for all candidates
• Ensure questions are based on job duties and avoid personal (possibly discriminatory) questions
• Offer accommodation for interviews or tests so candidates who need it will have access

After the interview – Candidate selection and rejection

Contacting interviewees to inform whether or not they have been successful is a best practice to follow. However, under the proposed Working for Workers Five Act, all interviewees will be entitled to receive a response within a reasonable period.  Some employers may find writing rejection emails to unsuccessful applicants daunting, but using a template or guide could help.

Under the proposed Working for Workers Five Act, non-compliant employers can be fined up to $100,000. Peninsula’s HR services and smart HR software can help ensure compliance and avoid hefty fines.

Need expert HR assistance for your business?

Hiring new employees can sometimes be a challenge. Let us help ease the burden. We offer expert HR advice, HR policy support, and a smart HR software to help you grow your business and meet your goals. Our certified advisors can also assist you with any health & safety and employee issues that may arise. Call 1(833) 247-3652 today to learn more about how our services can benefit your business.