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.
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.