The latest quarterly figures from the Office of National Statistics show that the number of job vacancies in March to May 2021 was 758,000, only 27,000 below the level before the coronavirus pandemic in January to March 2020.
If your organisation is one of those that has a vacancy here’s five top tips that can help your recruitment process run smoothly.
1. Create a job description
This simple step can be really beneficial as it enables you to set out clearly what the requirements of the role are. Not only can it help you to bring the right people into your workforce it can assist you to demonstrate that you are objectively assessing the skills and experience which directly relate to the role you are looking to fill. This will aid you in demonstrating that recruitment decisions are fair and non-discriminatory.
- Good to know: A template job description is available from Kingfisher Professional Services Ltd on request
2. Think about the job advert
Sometimes where you advertise or how you word your advert coupled with a poor recruitment process can lead to complaints of discrimination being upheld. You need to be careful with the wording you use in your advertisement. You should not give the impression that you either directly or indirectly discriminate against individuals. This means you need to be careful of the language you use.
3. Prepare for job interviews
It’s important to plan ahead when it comes to conducting a job interview. In particular it’s advisable to prepare the questions to be asked and ensure there is a fair marking system so you can assess who to offer the role to. This should be based on your job description and person specification. Remember, you will need to ensure you can justify your recruitment decision if challenged, so you need to ensure you score the applicant fairly.
4. Keep records of the process
Job applicants can complain to an employment tribunal if they feel they have been discriminated against during the recruitment process so it’s important to be able to evidence that the process and your recruitment decisions were fair if challenged.
5. Provide a contract of employment in good time
It’s important to bear in mind that it is now a ‘day one right’ for new employees to be provided with a basic written statement of employment particulars, in most cases employers use contracts of employment to meet this requirement. This means that you will usually need to provide a new starter with a contract of employment containing certain information on or before commencement of employment.
If you have an employment law matter you would like advice on, please do not hesitate to contact Kingfisher Professional Services Ltd as we are happy to help.