What you need to know about personnel (human resources (HR), staffing, contractors).
A hiring process should set out the steps to follow for filling all positions. Best practice is for the process to be outlined in a policy. The steps in a hiring process typically include: describing the position and setting selection criteria, advertising/posting, assessing applications (short listing), interviewing, checking references, and making job offers.
Unconscious bias is an attitude about the characteristics or qualities implicitly applied to groups of people. This attitude results in favouring or discriminating against people based on underlying assumptions about them, rather than on their actual abilities. Unconscious bias becomes a legal issue particularly when it affects hiring decisions.
Collective agreements often provide for a specific amount of time for the posting of vacant positions and have rules about respecting seniority.
A collective agreement is a written contract between an employer and a union. It outlines the terms and conditions of employment for employees in a bargaining unit. A bargaining unit is a particular group of employees and often does not include management employees.
A union is an organization or association of employees that regulate relations between employees and their employer through a process called collective bargaining. If your non-profit is unionized, different rules apply to the employment relationship.
An example of when it may be preferable to use a contractor is for specialized, time limited services such as bookkeeping.
If a worker is found to be an employee rather than a contractor, the non-profit could:
Intended to create means whether it was meant to be an employer-employee or business relationship.
Financial dependence means the worker relies largely on your non-profit as a principal, if not sole, source of income. Contractors often have more than one source of income i.e. more than one client.