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This is the "Recruitment & retention" page of the "Equity portal: Developing an equity strategy in your legal workplace" guide.
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Last Updated: Mar 21, 2017 URL: Print Guide Email Alerts

Recruitment & retention Print Page

Recruitment & retention

  • Hiring Practices for Equity in Employment: Interviewing Guidelines
    Nova Scotia Barristers' Society

    Written specifically for law firms and legal service providers hiring summer and articling students in Nova Scotia, this guide provides information on bias-free interviewing and assessing individuals based on job-related competencies. It first explains the business case for diversity, then best practices at all stages of the recruitment process. Also useful: a section on recognizing and being sensitive to cultural differences.
  • For employers: a guide for drafting job application forms and interview questions
    Nova Scotia Human Rights Commission

    A quick reference for types of questions that can and cannot be asked during the recruitment process, categorized by prohibited grounds of discrimination under the Nova Scotia Human Rights Act. The pamphlet also explains exceptions to the rule – such as employment equity programs or bona fide job requirements.
  • Best Practices for Employment Interviews
    The Law Society of Manitoba, 2003

    Rather than grouping by grounds for discrimination like other guides, this list uses categorical headings (e.g., No Discrimination, Diversity, Adopt Written Guidelines). Follow a link at the end to a more in-depth guide on appropriate interview questions.
  • Employing a Diverse Workforce: Making it work
    Alberta Employment and Immigration, 2008

    Designed to aid small to medium sized organizations in moving beyond diversity toward creating a culture of inclusion. The guide explains the benefits of diverse and inclusive workplaces, with a basic model and real-world examples of effective practices to achieve this.
  • A guide to screening and selection in employment
    Canadian Human Rights Commission

    Intended to help employers meet their obligations under the Canadian Human Rights Act in the hiring process for new employees, this resource offers guidelines on inappropriate questions and suitable alternatives. It also describes when exceptions may be made, and covers more subjects than the Nova Scotia Human Rights Commission pamphlet.
  • Practice Resource: Guidelines for recruiting, interviewing, and hiring practices
    The Law Society of British Columbia, 2006

    The first part of this guide lays out the legal obligations of employers under LSBC regulations, British Columbia human rights laws, and Supreme Court rulings on accommodation. The second part explains best practices for each step of the hiring process, with suggestions on preparing for interviews. An appendix lists inappropriate interview questions under each potential ground of discrimination, with appropriate alternatives. May be used in conjunction with the similar LSUC resource.
  • Summary of Fair Hiring Practice Guidelines
    The Law Society of Upper Canada, 2013

    This guide summarizes best practices at each step of the hiring process: from advertising to selection of an applicant. It also includes a table of inappropriate interview questions organized by grounds of discrimination. May be used in conjunction with the similar LSBC resource.

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