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As we look forward to the changes and challenges of the upcoming year, it's crucial to stay ahead in the HR landscape. A significant update is on the horizon that will impact how we all approach job postings and recruitment strategies. Starting January 1, 2026, new legislative requirements concerning job postings will come into effect. According to a recent update from Rudner Law (read the full article here), these changes are designed to enhance transparency and fairness in the hiring process.
Who is Affected?
These new requirements will apply to employers with 25 or more employees. It's crucial to understand whether your business falls into this category as of the date you post a job.
What Counts as a Publicly Advertised Job Posting?
A publicly advertised job posting is one that is made available to the general public by the employer or someone acting on the employer's behalf. This does not include general recruitment campaigns or postings for positions restricted to current employees or positions where the work is performed outside Ontario.📜
Key Requirements:
Expected Compensation Range:
Job postings must include a salary range, but this range must not exceed $50,000 annually. Positions with expected compensation over $200,000 are exempt from this requirement.
No Canadian Experience Requirement:
Job postings cannot include requirements for Canadian experience.
Disclosure of AI Use:
If AI is used in the application process, this must be disclosed in the job posting.
Statement Regarding Job Vacancy:
Each posting must clarify whether it is for an existing vacancy.
Advising Candidates of Hiring Decisions:
Employers must inform candidates of hiring decisions within 45 days of an interview.
Retention of Job Postings:
Employers must keep copies of all job postings and associated application forms for three years.
As a recruitment agency owner, I see this as a positive step towards more efficient and equitable hiring practices. Not only will it help candidates, but it will also assist you, the employers, in attracting the right talent by setting clear expectations from the start.
For businesses and HR teams, this is the perfect time to start preparing for these changes.
Tips:
Review your current job posting strategies, update your HR policies, and consider how these new requirements can be integrated smoothly into your existing processes.
Let's embrace these changes and use them to enhance our recruitment strategies.
If you have any questions or need assistance in preparing for these new requirements, feel free to reach out.
At Amark Talent Solutions, we believe people are the heart of a company. Experience the power of a strategic recruitment partner and REACH HIRE.
Schedule a consultation today to discover how our tailored approach can help you build the best team.