EQUAL EMPLOYMENT OPPORTUNITIES IN THE RECRUITMENT AND SELECTION PROCESS OF HUMAN RESOURCES

INTRODUCTIONEquality of all citizens when it comes to exercising their rights, regardless of gender, race, color, national and social origin, political and religious belief, property and social status, is a fundamental value that is guaranteed by the Constitution of each country so as in the Republic of Macedonia. Besides the Constitution, equality is provided and regulated by other laws and international agreements which represent an integral part of the legal order of a state. Instances of discriminatory treatment are often ambiguous, but for policy makers to effectively combat discrimination, its targets first need to see that it takes place (Stroebel, Barreto, and Ellemers 2010). In other words, to eliminate discrimination and achieve equality at work, it is important to understand what it is that needs to be eliminated and how it can be done (Tomei 2003). According to the mentioned regulations, employees within the organization have the right to be treated justly in all matters of employment. While principles of democracy require equality among the citizens, there is also a need to provide equal employment opportunity (EEO) and to undo the effects of past discrimination in employment (Orife and Chaubey 2001). Therefore, some larger companies develop a new trend which shows that they foster the equal employment opportunities by recognizing the importance of sustaining an Equal Opportunity culture as a competitive advantage. (Raghavi and Gopinathan 2013). In other words, it is an employment by a company that offers equal opportunities and fair treatment in the employment process to all people regardless of race, sex, religion, nationality, disability or political affiliation that is stated in the final part of the advertisements for new jobs as well as in the job description. It is a stipulation that all people should be treated similarly, unhampered by artificial barriers or prejudices or preferences, except when particular 'distinctions' can be explicitly justified (Raghavi and Gopinathan 2013). In addition, it is clear that legislation regarding equal employment opportunities exists, but the question is whether it is regularly practiced in the everyday life. In other words: Assuming the law is effective, we expect to see it change prevailing employment practices, given that employers wish to comply with the law to prevent sanctions, or merely are willing to adopt and apply newly enacted norms (Mundlak 2009). However, when it comes to Macedonia, the question is if there are really equal opportunities for employmenttaking into account the fact that in many jobs advertisements the sexor age of the candidate has been stated. Even the legal provision of employing a certain percentage of the minorities in Macedonia is subjected to discussion when it comes to equal employment opportunities in the process of recruitingand selecting the staff. It is actually a conflict between two provisions. On one hand, the discrimination by nationality in the employment process is protected by the law while on the other hand those regulations prevent some candidates from certain nations to take part in the further process of recruitment due to the legally determined percentage of jobs for people belonging to the minorities.Although in this paper, the regulation on discrimination in employment on different grounds as well as its influence in the process of generating equal opportunities in recruitment and selection of staff is reviewed, taking the fact that this legislation is in compliance with the EU standards, this reseach is primarily focused on the existing practices of latent discrimination (outside the legal framework) deprived from the stereotypical perceptions i.e. the social, mental models.Thus it can be concluded that the burden falls on the HR department and the managers themselves who have to carry out the process of recruitment selection of human resources. HR professionals are committed to the active implementation of the equality policy and promoting a culture that supports the policy by overseeing the integration of the equality policy into all aspects of the HR policies and organizational practices (Raghavi and Gopinathan 2013). …