Recruitment Checklist for Employers
It’s in the best interest of your company to have a clear recruitment or equality policy so you and your staff can follow the policy as set. If you have a recruitment or equality policy and you want to deviate from it, then you’ll need to be able to justify not following the process set out in the policy.
MENTA Patron Atkins Dellow have complied this quick checklist.
Before you advertise
Check terms of any Equal Opportunities Policy or Recruitment Policy
See whether there is a procedure you should follow. If you decide to deviate from any set procedure, make sure you document and can justify any such change.
Prepare a job description
This should cover:
• The main purpose of the job
• How the position will fit into the structure of your business
• The main tasks and responsibilities of the position
• Any other associated tasks the job holder will need to carry out
Prepare a person specification
This should detail requirements for the job:
• Experience
• Skills
• Knowledge,
• Qualifications
• Abilities
• Behavioural attributes
If you want to, you can split these between those which are “essential” for the job and those which are merely “desirable”.
Check that you can justify the requirements for the position
You need to make sure that you don’t discriminate against any groups of employees. So, for example, can you objectively justify any requirements relating to specific qualifications, working hours or times, travel, age ranges or dress code?
Read more here at Atkins Dellow website
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