Hiring new personnel for your company can be an expensive and time-consuming process, and the stakes are high; get it wrong and you could end up with unsuitable people working for your business and, worse still, you may end up facing legal claims from unsuccessful candidates who believe they were unfairly treated.
Because of the difficulties associated with recruiting the right people, many firms now turn to specialist HR service providers for help with this process. If you think your organisation could benefit from bringing in external expertise, you can find out more about your options by visiting the websites of recruitment specialists like www.penna.com.
Meanwhile, to discover whether your existing process is up to scratch, it’s worth asking yourself the following questions.
Do You Do Your Due Diligence?
Unfortunately, there can be considerable scope for deceit during the recruitment process. While many candidates are honest about their credentials and experience when searching for a job, it is possible for people to lie about anything from their exam grades to their professional experience. So, to avoid potentially serious problems further down the line, it’s vital that you do your due diligence when you’re assessing candidates.
For example, it’s a good idea to ask to see people’s original exam certificates and you may want to run independent background checks on candidates to see if they’re being honest about things like their employment history. You can also take written references and call the people who provide these documents to ensure the information is valid. It’s also useful to ask technical questions during interviews to really test people’s knowledge.
Do You Understand The Law?
It’s vital that you have a detailed understanding of the law when you’re looking to take on new members of staff. Under the terms of the Equality Act 2010, it’s illegal to discriminate against candidates based on the basis of things like their nationality, race, colour, gender, sexual orientation or disabilities. Candidates are better informed than ever about their rights, and if you don’t stick to the letter of the law when choosing between potential employees, you could find yourself in court.
To avoid this problem, make sure all those involved in the recruitment process within your organisation are familiar with the relevant recruitment legislation. It’s also important to take detailed notes during interviews and to hold onto them in case they’re needed as evidence. If you use equality monitoring forms, ensure these aren’t given to the personnel who will conduct interviews. This will help protect you from claims of bias.
Are You Attracting The Right Applicants?
Choosing the best possible people to fill roles in your company means getting suitable candidates to apply in the first place. To do this, you’ll need to make sure that your job adverts are clear, accurate and explain exactly what is required for the roles. You’ll also have to advertise positions in the right places. This could include various websites, social media platforms, jobcentres and careers fairs. This is the first step of the recruitment process and if you fail to get it right, you might find it impossible to select the best candidates.
By asking yourself questions like these and following the advice detailed above, you should be able to fine tune your hiring process. However, if you’d rather take the hassle out of searching for suitable candidates, you may be best off bringing the experts in to do it for you.