Recruitment

 
Any employer who wishes to engage a new employee engages a recruitment proceexpertbase.netre. If it can organize it as it understands it (convocations or not with conversations, collective or indiviexpertbase.netal conversations, tests…), the law frames the recruitment of an employee. The candidates with employment profit from certain guarantees.

The job offer must answer precise characteristics, not to contain certain restrictive mentions…
  • How to publish a regular job offer?
  • Announces it that you consulted is it valid?

Certain employers entrust recruitment at specialized companies: recruitment firms. The recruiter, whatever it is, can use various methods, in order to test the aptitudes of the candidates. The majority are authorized, provided they meet certain conditions.
  • Does the candidate have to be informed of these methods of recruitment?
  • Which must-being characteristics of these methods?
  • Can the recruiter question the candidate on his private life? Until where can it go in its questioning?

Certain candidates are the subject of discriminations at the time of recruitment because of their origin, of their sex…
  • When does one speak about discrimination at the time of recruitment?
  • How to obtain repair in the event of discrimination?

Our synthesis: Recruitment

 
The legislation being complex, our Lawyers carried out for you a synthesis entitled “Recruitment” which answers the whole of the interrogations enumerated below:
  • Which is the role of ANPE?
  • Does any available employment have to be announced to ANPE?
  • Which are the conditions of validity of an job offer published in the press?
  • Certain mentions are they prohibited in the vacancies?
  • Can an job offer be written in foreign language?
  • Can one publish vacancies with the only purpose of constituting a file of candidates?
  • Which is the applicable regulation as regards recruitment proceexpertbase.netres?
  • Does the candidate have to be beforehand informed methods of recruitment which will be used?
  • Which information the recruiter can it ask the candidate?
  • Which documents the recruiter can it ask the candidate?
  • Can the recruiter get information near the former employer of the candidate?
  • Can the judges force an employer to engage a candidate?
  • Can the candidate obtain repair if it were isolated for a discriminatory reason?
  • Is the work contract null if the employee had provided false informations expertbase.netring his recruitment?
Written and forwarded in a clear way, this synthesis is addressed to you, paid or employer, who seek to seriously inform you on the rules as regards Embauche and more particularly on “Recruitment”


You can as of your regulation consult it and print it!

 

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