Bookboon, 2012. — 62 p. — ISBN 978-87-403-0074-1.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 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
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.ContentMiscellaneous notes
Overview of the Ebook
Do you really need to recruit?
Getting the process right
Job descriptions and person specifications
Advertising
Genuine occupational requirements
Positive action
Collecting data
Criminal records and vetting
Health screening
Equal opportunity monitoring
Data Protection Act
Eligibility to work in the UK
The interview
Interview questions
Testing
Assessment centres
References
Do you really need to recruit?
Reasons to recruit
Alternatives to recruitment
Going ahead with recruitment
Getting the process right
Planning a successful recruitment process
Identify the most appropriate search procedure
Plan the recruitment process, interviewers and timescales
Request information on experience, skills and qualifications
Job descriptions and person specifications
What should be included in a job description?
What should be included in a person specification?
Essential v desirable criteria
Advertising
Trawling the market
What to include in a job advertisement
Attracting the right candidates
Don’t create opportunities for ‘bounty hunters’
What about asking for experience?
Genuine occupational requirements
What are genuine occupational requirements?
When will an employer be able to assert that there is a GOR?
Examples of GORs
Positive action
Attracting more applicants from under-represented groups
Positive discrimination
Positive action under the Equality Act
Collecting data
Application forms versus CVs
To interview or not to interview?
Shortlisting
Criminal records and vetting
Introduction
Criminal Records Bureau
Rehabilitation of Offenders Act
Vetting and Barring Scheme
Health screening
Health checks after an offer has been made
Reasonable adjustments
Exceptions
Equal opportunity monitoring
Why monitor?
Data Protection Act
Relevant data
Express permission
Security of data
The Employment Practices Code
Eligibility to work in the UK
Checking eligibility to work in the UK
Establishing the statutory excuse
Knowingly employing an illegal migrant
Employing EEA nationals
The Workers Registration Scheme
Non-EU workers
Points based assessment
Sponsorship duties
The interview
Preparing for the interview
Interview structure
Stages of the interview
Common mistakes
After the interview
Interview questions
The dos and don’ts of questioning
Types of questions
Testing
Reasonable adjustments for candidates with a disability
Ensure that there is no taint of unlawful discrimination
Psychometric testing
Assessment centres
Why use assessment centres?
What happens at an assessment centre?
Observation and feedback
References
Taking up references
What sort of thing can I ask for in a reference?
Unsatisfactory references
Personal v company references
Other pre-employment checks
