Recruitment Process

Employment Practice and Law advise managers to follow these steps during recruitment process.  More in depth information and advise relating to recruitment can be gained through Employment Practice and Law's half day training seminar on Recruitment.  Contact us now to book your place.

1. Identifying the job you want someone to perform – Job Description
2. Identify the experience/personality of the “ideal” candidate – Person Specification
3. Where to advertise the vacancy – Jobcentre/trade magazines/headhunting/regional papers etc – do you need a C.V. from Applicants
4. Do you have a medical questionnaire? If not, should you have one for this position?
5. Are specific qualifications either desirable or essential – which is the case
6. Sorting “wheat from chaff”, how many to interview, acknowledging applications
7. What are the relevant questions to ask for a given type of position i.e. different questions for a manual role as opposed to a technical role which needs a high level of product knowledge &/or specific qualifications
8. Have a common list of questions you will ask candidates for any position and space to record the answers given. (see 13 below).
9. Understand the difference between open & closed questions and how the latter are generally more useful  e.g. Tell me how it was that you single-handedly doubled the turnover of your current/last employer.
10. Be ready to ask for more information if the answer seems too glib or lacking in detail.
11. Be suspicious (within reason). If a candidate claims to hold qualifications, ask them to bring their certificates etc to the interview. Equally, if someone says they left a well paid job for a lower paid one in order to “broaden my career experience” you should probe further – and ask if  you may approach the (higher paying) employer for a reference.
12. References – it still surprises how many employers neglect this obvious precaution. As a general requirement you should be asking for a reference from current &/or last employer.
13. Be aware of discrimination legislation in the questions you ask of all interviewees.