Recruitment and selection
The initial step in any recruitment exercise should be to clarify the role and requirements within a job description, including the necessary skills, expertise and qualifications.
The job description will become an important contractual document and be useful if there are any disputes over the nature and requirements of the job. It is not necessary to list every task the employee would be required to carry out within the job description, as maintaining some flexibility can be beneficial to both employer and employee.
The next step in the recruitment process is to advertise the vacant post. Not only must the advert be accurately drafted so as to not misrepresent the job vacancy, but also an employer must be aware of their duties under the Equality Act 2010. It is advisable to state that the organisation is an Equal Opportunities Employer.
At the interview, questions should centre around the job description and person specification. To ensure consistency, questions should be prepared prior to the interview and a score sheet used. If the applicant discloses information about themselves, such as they have children under the age of five or require certain adjustments to be made to their workplace, the information should be noted as well as the response given by those conducting the interview. Notes should be kept for at least six months after the decision is fed back to the applicants, to provide feedback and allow any decision not to offer the job to be justified.
Once the successful applicant has been identified, an offer of employment should be made in writing and should set out the terms of employment, such as salary, job description and start date. Employers are entitled to make an offer of employment subject to receiving a health report, satisfactory CRB report, proof of qualifications and references.