Recruitment is important to get right: it is an expense to the business in terms of cost and you want to ensure you hire people you can trust and are capable of doing their job. This guide will help you avoid some of the pitfalls and navigate the recruitment process successfully.
Choosing the right person is all about knowing what the right person looks like in the first place, and that doesn’t mean what they physically look like, but rather what their professional or skills profile looks like. If you set out clearly from the beginning what you are looking for and what you need then every other part of the selection process should fall into place nicely.
The following guidance will help you plan your recruitment process:
The most common way of obtaining a reference is to ask the candidate to provide contact details of two referees and then email the contacts provided.
When requesting references be specific about what you want to know. Basic written references usually include:
If candidates come to you with ready written references it's best to give a quick call or email to the employer to check they are authentic.
It is customary to make any offer of employment ‘subject to satisfactory references’ to allow you to withdraw the offer if anything significant turns up that would make the appointment inappropriate.
Most of the paperwork will come at the offer stage, this will be with regards to the offer letter, employment contract and written particulars.
However it is good practice to keep a record of your interview notes in case you get accused of discrimination, in which case you need your notes as evidence that there was no discrimination. It therefore help to use a standard template for capturing notes at interview and keep the writing to a minimum using a selection table and tick boxes.
there is employment legislation that governs recruitment and you should be aware of what it is to avoid any risk of litigation.
It’s important to note that an individual doesn’t have to be an employee of yours to make a claim against you. Candidates that feel they didn’t get the job because you discriminated against them have every right to make a claim. This comes under the Equality Act 2010.
This guide is aimed at small firms and organisations, and line and team managers in larger organisations.Read more
The employment contract provides the basis of your employment relationships and is governed by employment legislation. You don’t want to get this one wrong and end up in an employment tribunal. We set out some of the basic requirements around employment contracts.Read more
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