Getting and Keeping the best employees!
Businesses spend a great deal of time and energy looking,
selecting and training the right people for their business going
through rigorous processes to ensure they have people in their
business who are the right fit.
A recruitment process can be rewarding, especially when you find
great people to join your business. However, recruitment can
also be complex and it is vital that businesses are aware of the
potential pitfalls to ensure that the process runs smoothly.
This article will look at some best practice guidelines for a
successful recruitment campaign.
Employment protections before someone becomes an employee
Even before a person becomes your employee they have certain
protections in law, so you need to be mindful of the way in which
you recruit new staff.
What the law says
It is unlawful to Discriminate against a person in the
arrangements (ie., application forms, location and timing of
interviews, job and person specification) that a business
makes for deciding to whom to offer employment.
It is also unlawful to discriminate as to the terms on which a
person is offered employment or, indeed, by not offering a person
employment.
Best practice dictates that keeping a paper trail to show
decisions made and processes taken are objectively justified and
not discriminatory.
Step by Step guide to avoiding the pitfalls of
recruitment
Before advertising
- Ensure staff have adequate training and guidance.
- Compile a job description and a person specification.
- All requirements relate to the job, e.g., specific
qualifications, working hours or times, travel, age ranges or
dress. Does the job have to be full-time? Or can you consider
part-time, home working or flexible working or a job share.
Advertising job
- Where will the job be advertised? Internally and/or
externally?
- Which publications and mediums will you use to reach the widest
range of applicants. Specify that you are an equal opportunities
employer.
- Consider in what format applications should be submitted, ie.,
a standard application form with generic information for each
applicant.
Shortlisting
- Decide on the interview process in advance, one to one
interview, panel? Any aptitude tests (such as written or
psychometric tests).
- Agree a selection criteria based on the job description and
person specification.
Interview
- Be consistent in interviewing all candidates.
- Don't ask personal questions (unless relevant to the
requirements of the job). Do not make assumptions about the
candidates' personal life.
- Provide feedback to candidates if requested.
Prepare contractual documentation
- What type of contract? Employment contract, zero hours
contract, permanent, fixed?
Make offer of employment
- Written offer to successful candidate subject to a time limit
for acceptance. Ask for acceptance in writing.
- An offer of employment should be subject to contract, i.e.,
references, right to work in the UK. If relevant also
subject to the candidate confirming they have no restrictions
preventing them from working for the employer, a satisfactory
medical examination, proof of relevant qualifications required for
the job, and also potentially a DBS check.
- Candidates should be reminded not to resign from their existing
job before these conditions have been satisfied.
Commencement of employment
- Obtain employee's P45. Ask employee to fill in any new starter
forms.
- Explain the probationary period (if applicable)
Induction process
- Set performance objectives.
- Provide full details of the employer's policies and
procedures.
For more information on recruitment or any other employment
matter, please contact our Head of Employment, Nicole Humphreys on
08458 678978 or email: nicole.humphreys@acumenbusinesslaw.co.uk