HR  Employment Advice

Selection & Recruitment Help

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Advice in all sectors, however, Bespoke in Hospitality

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Getting your Business ready

for the hiring process

Employees are your greatest asset, the recruitment and induction process is vital in ensuring that new employees become successful for your business. Mistakes during this planning are costly and could damage a future employment relationship with your teams. 

You will need to consider the costs of hiring new staff and be clear, consistent and smart when employing teams. Once you have identified the requirements and skills needed for the job you can then clearly communicate these to your applicants.

Confidentiality must continue when advertising as Selection and hiring decisions must be made fair, and not on unlawful grounds as this may leave the employer open to discrimination in the hiring process.

You will also need to be clear when explaining job role, openness  is central with no missed areas of uncertainly. You must also be fair with your induction process, giving your teams a fair chance of reaching the standard of quality you desire.

​Job description

Person specification

Job applications

It is usually a good idea to keep the job description short and to the point. This should describe the job, and not the person doing the job. A job description should include the job title, the main duties  and purpose of the role. You should also be clear about you company and what it does, as well as the job location.

Applicants need to provide relevant Information such as-

  • CV

  • Name and address

  • Number and email

  • Proof of qualifications

  • Proof of skills

  • Referees

  • Criminal record

  • Right to work in the UK 

Interviews & Shortlisting

Inviting Candidates

 Carrying out the

job interview

In order to find the best people, you will need to select applicants who meet the criteria as outlined in your assessment. In normal cases shortlisting should be carried out with a panel of two or more individuals depending on the resources available, and size of your holdings.

Interviewers must be-

  • Fair

  • None bias

  • And diverse in relation to-

  • Gender

  • Religion

  • Race

  • etc

 

Interviewers must be seen not to discriminate.

When inviting candidates, they should be invited to interview by a letter, telephone or email, and should be informed when and where the interview will be held, if they need to bring any documents, and who they should ask for.

Interviewees should be given the names and job titles of the people conducting the interview and candidates should also be asked whether they have any special needs that will need to be catered for.  

 

Carrying out the job interview

​The interview process 

During the interview process, the aim is to get as much information from the candidate as possible and understand if they are right for the job. It is also important to ensure that waiting areas are comfortable as it can help the candidate to relax and enjoy the interview experience if it is conducted proficiently. 

It is important to welcome candidates to the interview and introduce the panel members, you should explain the interview process and also advise when the candidate will have an opportunity to ask questions.

 

Make sure you remember that candidates are not asked questions of a personal nature that could lead to perceptions of discrimination, for example, asking an older worker how they would feel about managing younger workers or vice versa.

Finish your interview by thanking the candidate for attending and give them an indication of the next step in the process, you should also record all notes for records.

Selection and deciding on  your candidate 

The final decision

The decision should be based the candidate’s suitability for the job, It is also important to complete assessment forms individually and then to discuss the results for each candidate with the other panel members.

The final decision can be reached in a number of ways, for example, it may be by a scoring system agreeing by consensus. An individual score for each question and them to reach a final score, however, any method used should be agreed in advance of the interview and  must be fairly and equally applied to all candidates.

 

It is important that panel members have been trained in recruitment and selection as it can help to avoid variations between individual scores.

Employers' Legal duty

​Employers' Legal duty

Employers have a legal duty to make sure they do not treat an individual less favour-ably on any grounds relating to:

 

  • age

  • gender

  • marital status

  • disability

  • race

  • nationality

  • sexual orientation

  • religious belief

  • political opinion

Listed below are other relevant problems to look out for:

  • Direct discrimination

  • Treating someone less favourably

  • Hiring family

  • Hiring cronies  

  • Preference for girls

  • Preference for males

  • Victimisation

  • Bullying

  • Sexual harassment

  • Gender

  • Looks

  • Opinion

 

Victimisation is: treating a person less favourably because they have either previously taken action in relation to discrimination or have assisted or been involved in action taken someone else in relation to discrimination.

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