Getting your recruitment and selection process right is not easy and on average it costs up to £10,000 to recruit a new employee; getting it wrong can cost a business more than three times that amount.  Prior to employment, employees still attract the protection of the law even before an offer of employment is made to them.  The right process, limits not only the legal challenges but also it helps to minimise the mistakes often made in recruitment.

Taking each individual element of the recruitment and selection process and ensuring that thought goes into each area, ideally resulting in a recruitment plan, assists in ensuring that the process results in the vacancy being offered to the most suitable candidate.

The recruitment and selection process should take the lines of:

Pre-recruitment

Pre-recruitment is when the business has identified that a position needs to be filled.  It is at this stage that the business needs to identify the type of worker to fill that position.  Whether the position calls for cover on a short term basis or a person who is employed or self-employed on a full time basis.

Advertising and interviewing

When advertising and interviewing for a position, attention should be given to advertising vacancies internally, the right to work in UK, the scope of discrimination and equality and diversity, which are all covered by legislation.

Job offer and post offer checks

Job offers are conditional on receiving satisfactory pre-employment checks, including medical checks and references. Employers are allowed to do this under the Equality Act.

 

 

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