HR Expert: Recruitment
One of my clients is looking to recruit someone from outside their business. Do you have any tips about the recruitment process?

January signals the start of the official recruitment season for those looking to add to their workforce. Here is some guidance on getting it right.

Need HR Support? Call 0844 892 2807 quote TAX01

A successful recruitment process should be thorough and well structured. Your client should evaluate the current workforce and needs of the business to get an idea of the specific duties the new employee will be asked to complete and what skillset they are required to possess. This review will enable your client to create the supporting recruitment documentation, including the job description and person specification. Examining the current job market is also wise to gauge the salary expectations for similar roles, ensuring the package being offered is competitive.

Job adverts are written based on the job description and person specification. Sufficient information about the job should be provided so applicants can decide if they are suitable. To increase visibility and potential applicant numbers, adverts should be placed multiple platforms such as recruitment websites, newspapers and social media. Advertisements cannot discriminate in any way, including in relation to age, disability, race and religion, so words such as “youthful”, “mature” or “waitress” rather than waiting staff should be avoided. Applicants are protected by the Equality Act 2010 and a failure to follow the above may result in claims applicants were unsuccessful due to unlawful discrimination.

Your client must remember their legal duty to make reasonable adjustments to remove any disadvantages faced by disabled candidates during recruitment. They can include a line in the advert asking applicants to inform the business if they need any reasonable adjustments making to the recruitment process. Depending on the disability, these adjustments may include having longer to submit application forms or removing physical barriers during the interview stage.

For a successful interview process a consistent approach should be followed. Your client should follow the same process and ask the same questions to each candidate; allowing a more accurate comparison when choosing the most suitable individual for the role. Questions should be open-ended with at least two interviewers being present, ensuring there is no bias when it comes to the decision making process. Once the successful candidate has been selected, your client can contact the individual by telephone to make a verbal offer, following this up with a written offer letter.

After the individual accepts the role, your client can consider having an induction plan for the employee which provides for required training as early as possible. Your client must also put in place any reasonable adjustments to the workplace environment for new employees who are disabled.

HR Expert Support


Back to Community

0844 892 2776

Croner Taxwise has a history of working with Accountancy Practices going back over 25 years.

We have grown over the years but our core value of outstanding friendly customer service remains at the center of everything we do.

Today our services reach far beyond Tax Fee Protection Insurance as the demands from our Accountancy clients has extended to consultancy support, training, seminars, technical resource and wider business support. In fact, we see our role as being your partner to help you grow and develop your practice and extend the engagement you have with your clients.

HR Expert: Employees Dietary Requirements
HR Expert: Customer Harassment
HR Expert: Planning The Works Christmas Party