Top tips for employers when recruiting staff
Getting the right staff in the right jobs is important in every business and ensuring you comply with current employment regulations vital to avoid potential pitfalls and possible claims.
In preparation, draw up a job description and person specification or role profile and ensure that these are relevant and justified for the role.
Your advert must not contain any criteria that could be considered discriminatory, for example on the grounds of sex, age or disability and should be consistent with your equal opportunities policy.
The job description and person spec will inform the interview and assessment process. Make sure any paperwork is clear, fair, objective and consistent. Job applicants can bring claims for discrimination and recruitment documents will have to be disclosed in any Tribunal proceedings. GDPR regulations apply.
When preparing for interviews, shortlist your candidates, matching their CVs against your job description and person spec.
Assess candidates against the job description and spec. Interview questions should be objective and relevant. Don’t ask discriminatory questions, such as plans for a family or about a candidate’s childcare arrangements. Assess all applicants fairly without bias and note comments and scores. Consider reasonable adjustments that need to be made,for example for disabled candidates.
In the event that there is a challenge from an unsuccessful applicant you will need to be able to demonstrate that you followed a fair, impartial and balanced recruitment process.
You need to be satisfied that the applicant has a right to work in the UK. Request documents prescribed by the Home Office right to work checklist for all applicants and employees.
Contracts have to be provided within two months of the start of employment.
Include a probationary period within the contract.
Spending time getting the recruitment process right will benefit your business, ensuring that you attract and retain talent that will provide your business with completive edge and getting the recruitment process right will save time and potentially costly issues later.
Slides from a recent HR Forum “Employment Law Update” are available from Human Capital Department. Please email email@example.com for more details.