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Employer's guide to Recruitment

How to Get the Right Man (or Woman) for the Job

Employer's guide to Recruitment
3.9 (17 reviews)
ISBN: 978-87-403-0074-1
1 edition
Pages : 62
Price: Free

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Summary

Recruiting the right people into an organisation is essential. If you have the wrong people in place, your business will under-perform.

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About the book

  1. Description
  2. Preface
  3. Content
  4. About the Author
  5. Embed

Description

Recruiting the right people into an organisation is essential. If you have the wrong people in place, your business will under-perform. You need good people with the right skills to look after your customers and/or make your products. This book will help you to recruit effectively, avoiding the common pitfalls. It sets out the legal requirements applicable during the recruitment process as well as best practice and some useful hints and tips to help you recruit the right person for the job, saving you time, money and effort.

Preface

If you hire in haste, you will almost certainly dismiss at length. This book will help you to recruit effectively, avoiding the common pitfalls. It sets out the legal requirements applicable during the recruitment process as well as best practice and some useful hints and tips to help you recruit the right person for the job, saving you time, money and effort.

Getting it wrong can be both expensive and frustrating. These sobering statistics give us a clue:

- Accuracy of recruiting when using interviews alone is approximately 33 per cent.

- The direct cost of recruitment is approximately £2k per person for a straightforward job. It will be more for complex and more senior roles.

- Advertising costs can be steep. They range from about £400 in local papers to £25k in Sunday broadsheets.

If you have the wrong people in place, your business will under-perform. You need good people with the right skills to look after your customers and/or make your products.

Content

  • Preface
  • About the author
  • Miscellaneous notes
    1. Overview of the Ebook
    2. Introduction
    3. Do you really need to recruit?
    4. Getting the process right
    5. Job descriptions and person specifications
    6. Advertising
    7. Genuine occupational requirements
    8. Positive action
    9. Collecting data
    10. Criminal records and vetting
    11. Health screening
    12. Equal opportunity monitoring
    13. Data Protection Act
    14. Eligibility to work in the UK
    15. The interview
    16. Interview questions
    17. Testing
    18. Assessment centres
    19. References
  • Do you really need to recruit?
    1. Introduction
    2. Reasons to recruit
    3. Alternatives to recruitment
    4. Going ahead with recruitment
  • Getting the process right
    1. Introduction
    2. Planning a successful recruitment process
    3. Identify the most appropriate search procedure
    4. Plan the recruitment process, interviewers and timescales
    5. Request information on experience, skills and qualifications
  • Job descriptions and person specifications
    1. Introduction
    2. What should be included in a job description?
    3. What should be included in a person specification?
    4. Essential v desirable criteria
  • Advertising
    1. Introduction
    2. Trawling the market
    3. What to include in a job advertisement
    4. Attracting the right candidates
    5. Don’t create opportunities for ‘bounty hunters’
    6. What about asking for experience?
  • Genuine occupational requirements
    1. Introduction
    2. What are genuine occupational requirements?
    3. When will an employer be able to assert that there is a GOR?
    4. Examples of GORs
  • Positive action
    1. Introduction
    2. Attracting more applicants from under-represented groups
    3. Positive discrimination
    4. Positive action under the Equality Act
  • Collecting data
    1. Introduction
    2. Application forms versus CVs
    3. To interview or not to interview?
    4. Shortlisting
  • Criminal records and vetting
    1. Introduction
    2. Criminal Records Bureau
    3. Rehabilitation of Offenders Act
    4. Vetting and Barring Scheme
  • Health screening
    1. Introduction
    2. Health checks after an offer has been made
    3. Reasonable adjustments
    4. Exceptions
  • Equal opportunity monitoring
    1. Introduction
    2. Why monitor?
  • Data Protection Act
    1. Introduction
    2. Relevant data
    3. Express permission
    4. Security of data
    5. The Employment Practices Code
  • Eligibility to work in the UK
    1. Introduction
    2. Checking eligibility to work in the UK
    3. Establishing the statutory excuse
    4. Knowingly employing an illegal migrant
    5. Employing EEA nationals
    6. The Workers Registration Scheme
    7. Non-EU workers
    8. Points based assessment
    9. Sponsorship duties
  • The interview
    1. Introduction
    2. Preparing for the interview
    3. Interview structure
    4. Stages of the interview
    5. Common mistakes
    6. After the interview
  • Interview questions
    1. Introduction
    2. The dos and don’ts of questioning
    3. Types of questions
  • Testing
    1. Introduction
    2. Reasonable adjustments for candidates with a disability
    3. Ensure that there is no taint of unlawful discrimination
    4. Psychometric testing
  • Assessment centres
    1. Introduction
    2. Why use assessment centres?
    3. What happens at an assessment centre?
    4. Observation and feedback
  • References
    1. Introduction
    2. Taking up references
    3. What sort of thing can I ask for in a reference?
    4. Unsatisfactory references
    5. Personal v company references
    6. Other pre-employment checks
  • About the Author

    Kate Russell, BA, barrister, MA is the Managing Director of Russell HR Consulting and the author of this publication. As Metro’s HR columnist, she became known to thousands, with her brand of down-to-earth, tactical HR. Kate is a regular guest on Five Live and her articles and opinions have been sought by publications as diverse as The Sunday Times, Real Business and The Washington Post, as well as every major British HR magazine and her HR blog has been rated third best in the UK. She is the author of several practical employment handbooks and e-books, the highly acclaimed audio update service Law on the Move, as well as a monthly e-newsletter, the latter document neatly combining the useful, topical and the frivolous.

    Russell HR Consulting Ltd delivers HR solutions and practical employment law training to a wide variety of industries and occupations across the UK. Our team of skilled and experienced HR professionals has developed a reputation for being knowledgeable, robust and commercially aware. We are especially well versed in the tackling and resolving of tough discipline and grievance matters.

    We also specialise in delivering employment law training to line managers, business owners and HR professionals, both as in-house, tailor made workshops or open courses. We provide a wide range of practical employment training, enabling new and experienced managers to ensure that they work in a compliant and ethical fashion, and gain optimum employee output.

    At Russell HR consulting we will design and deliver a solution that suits your particular needs, identifying and addressing the issues in the way that best fits your workplace.

    Download 15 FREE employment tools

    Please visit our website www.russellhrconsulting.co.uk for information about the services we offer and to download your FREE employment tools.

    Contact Russell HR Consulting Ltd

    www.russellhrconsulting.co.uk

    www.thehrheadmistress.co.uk

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