Selection Process and Recruitment Plan Guide

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

Ratings:
( 31 )
69 pages
Language:
 English
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 author

Kate Russell, BA, barrister, MA, is the Managing Director of Russell HR Consulting. She is the author of Build Your Dream Team – How SMEs Can Plug the Talent Gap, plus several other practical employment handbooks and e-books.

 Since 1998 Russell HR Consulting Ltd has del...

Description
Content

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.

About the author

Kate Russell, BA, barrister, MA is the Managing Director of Russell HR Consulting and the author of this publication. She is the author of Build Your Dream Team – How SMEs Can Plug the Talent Gap, plus several other practical employment handbooks and e-books.


Russell HR Consulting Ltd delivers HR solutions and practical employment law training to a wide variety of industries and occupations across the UK. Kate has developed a reputation for being knowledgeable, robust and commercially aware and is especially well versed in the tackling and resolving of tough discipline and grievance matters.
Please visit our website www.russellhrconsulting.co.uk for information about the services we offer and download FREE HR resources.
If you’re an employer who needs HR advice, contact Russell HR Consulting Ltd
www.russellhrconsulting.co.uk

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.

  • Preface
  • About the author
  • Miscellaneous notes
  1. Overview of the Ebook
    1. Introduction
    2. Do you really need to recruit?
    3. Getting the process right
    4. Job descriptions and person specifications
    5. Advertising
    6. Genuine occupational requirements
    7. Positive action
    8. Collecting data
    9. Criminal records and vetting
    10. Health screening
    11. Equal opportunity monitoring
    12. Data protection
    13. Eligibility to work in the UK
    14. The interview
    15. Interview questions
    16. Testing
    17. Assessment centres
    18. References
  2. Do you really need to recruit?
    1. Introduction
    2. Reasons to recruit
    3. Alternatives to recruitment
    4. Going ahead with recruitment
  3. 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
  4. 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
  5. 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?
  6. 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
  7. Positive action
    1. Introduction
    2. Attracting more applicants from under-represented groups
    3. Positive discrimination
    4. Positive action under the Equality Act 2010
  8. Collecting data
    1. Introduction
    2. Application forms versus CVs
    3. To interview or not to interview?
    4. Shortlisting
  9. Criminal records and vetting
    1. Introduction
    2. Disclosure and Barring Service
    3. Rehabilitation of offenders legislation
    4. Checking criminal records
  10. Health screening
    1. Introduction
    2. Health checks after an offer has been made
    3. Reasonable adjustments
    4. Exceptions
  11. Equal opportunity monitoring
    1. Introduction
    2. Why monitor?
  12. Personal Data
    1. Introduction
    2. Collection of data during recruitment
    3. Express permission
    4. Documentation
    5. Data protection tips
  13. Eligibility to work in the UK
    1. Introduction
    2. Checking eligibility to work in the UK
    3. Establishing the statutory excuse
    4. What documents do I check?
    5. Establishing an excuse
    6. Knowingly employing an illegal migrant
    7. Employing EEA nationals
    8. Brexit
    9. Non-EU workers
    10. Points based assessment
    11. Sponsorship duties
  14. The interview
    1. Introduction
    2. Preparing for the interview
    3. Interview structure
    4. Stages of the interview
    5. Common mistakes
    6. After the interview
  15. Interview questions
    1. Introduction
    2. The dos and don’ts of questioning
    3. Types of questions
    4. Question funnel
  16. Testing
    1. Introduction
    2. Reasonable adjustments for candidates with a disability
    3. Ensure that there is no taint of unlawful discrimination
    4. Psychometric testing
  17. Assessment centres
    1. Introduction
    2. Why use assessment centres?
    3. What happens at an assessment centre?
    4. Observation and feedback
  18. 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