Hiring principles

Last updated: August 15, 2022

Consider these key principles when making your hiring decisions.

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Hire the best

The candidate has the qualifications required to be successful

In the planning stage, define what a qualified candidate would bring to the position:

  • Identify the education, experience, knowledge, skills and abilities required
  • Consider what competencies would help an individual excel in the position and work environment
  • Assess each candidate's qualifications against the identified job requirements

You must factor in past work performance and you may also need to consider years of continuous service.

Hire objectively and fairly

Hiring decisions are reasonable and based on merit

You must base your hiring decisions on the principle of merit and thoroughly document each step of the competitive process, including the rationale for your decisions. Review hiring documentation for more information.

As a hiring manager, it is critical that you apply objective and fair screening and selection methods. Your decisions about the job qualifications, the assessments chosen and your final selection should be reasonable and reflect the job duties and organizational requirements.

Please refer to the Public Service Act for more information on the principle of merit. 

Hire for role and organizational alignment

The candidate demonstrates the potential to successfully work within your organization

In your hiring decision, consider the role and how it aligns with organizational values. This assessment helps you determine if the candidate will successfully integrate into your organization.

The candidate should understand the role, be self-aware and have related knowledge and abilities. They should show how they can integrate into your organization’s shared practices, behaviours and work values.

Your assessment must be job related. Do not confuse role and organizational alignment with values related to culture, religion or personal belief systems.

Value candidates

The candidate's experience with you, the process and the organization is positive

Treat all candidates with courtesy and respect. This includes conducting a thoughtful and efficient process that values a candidate's time, respects diversity and demonstrates the professionalism of the BC Public Service.

Inform your candidates about the hiring process, the job requirements and the assessment process. You are an ambassador for the BC Public Service and your ministry. Candidates will form an impression of the organization based on their interactions with you during the hiring process.

Be just and equitable

Hiring decisions are objective, impartial and free of personal bias

Do not allow your personal interests and beliefs to influence you in the staffing action. Make sure your hiring process is free of inadvertent or unintentional bias.

It must also comply with the Human Rights Code provisions prohibiting discrimination on the basis of race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sexual orientation, gender, gender identity and expression or age.

Be efficient, flexible and innovative

Future staffing needs are considered

Your staffing practices should support the organization's current and evolving business needs. Design and implement a range of practices that will remain contemporary, evolving with the organization as it’s needs change. 

Recognize the diversity of positions across the organization and customize your staffing approach to ensure you find the best candidates.

Partner with hiring services to develop new and innovative staffing approaches. Submit an AskMyHR (IDIR restricted) service request using the categories A Hiring Manager > Hiring Process > Hiring Options & Programs. 

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