Guidance for Employers

The aim of recruitment is to get the best person for the job – and consistently fill vacancies that way. The importance of effective and fair recruitment should not be under-estimated.

Appointing people unsuited to a vacancy can be costly and mean:

  • managers and supervisors will often have to invest additional time in training and supporting such a recruit when they could otherwise use the time and effort on other business
  • where training or other support cannot help, there is a strong risk the new recruit will leave (or be dismissed from) the role. This will be demoralising for the employee concerned and can also upset the morale of the team they leave behind
  • another recruitment process to fill the vacancy.

On the other hand, securing the best and most suitable recruit should bring benefits to the individual, their team, managers and the business as a whole.

Recruiting staff the At-a-glance chart

STEP 1: Hiring options

  • Work out what is really needed – more staff, new skills, specific duties • Make sure the employment terms and conditions on offer are attractive in the current labour market
  • Don’t forget the benefits of training and developing current staff

STEP 2: Essential documents

Consider factors, such as has the role changed or is it a completely new role, before preparing the documents

The six documents:

  1. Job description
  2. Person specification
  3. Job application form
  4. Equality and diversity monitoring form
  5. Information about the employer
  6. Job offer letter template

STEP 3: Advertise the job

Consider the range of media and advertise opportunities in at least two channels

Make important decisions, such as how the successful candidate will be picked, before compiling the job ad

Compile the ad, including asking applicants to say if they need any ‘reasonable adjustments’ for any part of the recruitment process

STEP 4: Sift and select

  • Check again if applicants need any ‘reasonable adjustments’
  • Make ‘reasonable adjustments’ if the candidate is disabled
  • At least two people should sift applications to select candidates for interviews etc
  • Prepare for the interview/ tests/ assessment centre
  • Conduct the interview/ tests/ assessment centre and score candidates
  • Select the best candidate for the job

STEP 5: Complete final details

  • Offer the job and make necessary pre-employment checks
  • Resolve any queries over the contract of employment and the checks
  • File documentation e.g. candidate’s written acceptance of the job offer
  • Start to prepare for the new recruit’s arrival