Recruitment as one of the principal practices of the human resource management represents a major stake in all the organizations and in particular in the multinational firm. However the risk to fall into discrimination is current there. This work seeks to study this phenomenon with the help of a qualitative study conducted near ten Tunisian subsidiaries of Multinational Firm. At the conclusion of this research, discrimination with recruitment seems to exist in all the subsidiaries, but to differing degrees. To avoid it, we propose criteria of equity like the adaptability, the good knowledge of the profile, the good definition of the station and the equal opportunity.