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A Recruitment Policy outlines how an organization finds, evaluates, and hires new employees. It sets clear rules and standards that help Belgian companies run fair, transparent hiring processes while following local employment laws, including the Law of 10 May 2007 on anti-discrimination and the Collective Labour Agreement No. 38 on recruitment and selection.

This policy typically covers job posting requirements, candidate screening methods, interview procedures, and selection criteria. It ensures equal opportunities for all applicants, protects against discrimination, and maintains compliance with Belgian data protection rules (GDPR). Having a well-structured recruitment policy helps organizations attract talent consistently while avoiding legal pitfalls in the hiring process.

Use a Recruitment Policy when expanding your Belgian workforce or updating your hiring practices. It becomes essential before launching recruitment campaigns, opening new positions, or reorganizing your HR processes. This policy proves particularly valuable when coordinating hiring across multiple departments or locations, ensuring everyone follows the same fair and legally compliant procedures.

A well-timed Recruitment Policy helps navigate complex situations like mass hiring events, internal promotions, or responding to discrimination complaints. It's especially important when dealing with Belgian Works Council requirements, handling sensitive candidate data under GDPR, or implementing new recruitment technologies. Having this policy in place before these scenarios arise prevents inconsistencies and reduces legal risks.

• General recruitment policies cover basic hiring procedures, equal opportunity requirements, and GDPR compliance for most Belgian companies
• Industry-specific policies add sector requirements, like extra background checks for financial institutions or security clearances for defense contractors
• Size-based variations adapt to company scale - from simplified versions for SMEs to comprehensive policies for large corporations with multiple divisions
• Multi-language policies specifically designed for Belgium's linguistic regions, ensuring compliance in Dutch, French, and German-speaking areas
• Project-based policies tailored for temporary or seasonal hiring, addressing specific requirements for fixed-term contracts under Belgian law

• HR Directors and Managers: Lead the development and implementation of Recruitment Policies, ensuring alignment with Belgian labor laws and company objectives
• Legal Teams: Review and validate policies for compliance with anti-discrimination laws, GDPR, and collective labor agreements
• Hiring Managers: Follow policy guidelines when conducting interviews and making selection decisions
• Works Council Representatives: Provide input and consultation on policy changes affecting recruitment practices
• Recruitment Teams: Execute daily hiring activities according to policy guidelines
• External Recruitment Partners: Align their services with the organization's recruitment policy requirements

• Company Profile: Gather details about your organization's size, industry, and locations across Belgian regions
• Legal Requirements: Review current anti-discrimination laws, GDPR rules, and relevant collective labor agreements
• Internal Processes: Document existing hiring practices, interview procedures, and selection criteria
• Stakeholder Input: Consult Works Council representatives and department heads about their recruitment needs
• Language Requirements: Determine which official Belgian languages (Dutch, French, German) the policy needs
• Documentation Tools: Use our platform to generate a legally compliant policy template that includes all mandatory elements
• Review Process: Plan how updates and modifications will be handled and communicated

• Equal Opportunity Statement: Clear commitment to non-discrimination in line with the Law of 10 May 2007
• Selection Criteria: Objective qualification requirements and evaluation methods
• Data Protection: GDPR-compliant procedures for handling candidate information
• Language Requirements: Specifications for linguistic regions per Belgian language laws
• Interview Process: Structured guidelines following CLA No. 38 requirements
• Internal Mobility: Rules for internal candidates and promotions
• Documentation Requirements: Record-keeping protocols for selection decisions
• Works Council Consultation: Procedures for involving employee representatives

A Recruitment Policy differs significantly from an Employment Policy in both scope and timing. While they're often mentioned together, they serve distinct purposes in Belgian organizations.

• Focus and Timing: Recruitment Policies govern the pre-employment phase, covering candidate selection and hiring procedures. Employment Policies address ongoing workplace relationships after hiring.
• Legal Framework: Recruitment Policies primarily align with CLA No. 38 and anti-discrimination laws during selection. Employment Policies cover broader labor law compliance throughout employment.
• Stakeholder Scope: Recruitment Policies involve HR teams, hiring managers, and candidates. Employment Policies affect all current employees and management.
• Data Protection: Recruitment Policies emphasize candidate data handling during selection. Employment Policies focus on employee data management throughout the work relationship.