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Employer's guide to Recruitment. How to Get the Right Man (or Woman) for the Job

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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.PrefaceThis 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 notesOverview of the EbookDo you really need to recruit?Getting the process rightJob descriptions and person specificationsAdvertisingGenuine occupational requirementsPositive actionCollecting dataCriminal records and vettingHealth screeningEqual opportunity monitoringData Protection ActEligibility to work in the UKThe interviewInterview questionsTestingAssessment centresReferencesDo you really need to recruit?Reasons to recruitAlternatives to recruitmentGoing ahead with recruitmentGetting the process rightPlanning a successful recruitment processIdentify the most appropriate search procedurePlan the recruitment process, interviewers and timescalesRequest information on experience, skills and qualificationsJob descriptions and person specificationsWhat should be included in a job description?What should be included in a person specification?Essential v desirable criteriaAdvertisingTrawling the marketWhat to include in a job advertisementAttracting the right candidatesDon’t create opportunities for ‘bounty hunters’What about asking for experience?Genuine occupational requirementsWhat are genuine occupational requirements?When will an employer be able to assert that there is a GOR?Examples of GORsPositive actionAttracting more applicants from under-represented groupsPositive discriminationPositive action under the Equality ActCollecting dataApplication forms versus CVsTo interview or not to interview?ShortlistingCriminal records and vettingIntroductionCriminal Records BureauRehabilitation of Offenders ActVetting and Barring SchemeHealth screeningHealth checks after an offer has been madeReasonable adjustmentsExceptionsEqual opportunity monitoringWhy monitor?Data Protection ActRelevant dataExpress permissionSecurity of dataThe Employment Practices CodeEligibility to work in the UKChecking eligibility to work in the UKEstablishing the statutory excuseKnowingly employing an illegal migrantEmploying EEA nationalsThe Workers Registration SchemeNon-EU workersPoints based assessmentSponsorship dutiesThe interviewPreparing for the interviewInterview structureStages of the interviewCommon mistakesAfter the interviewInterview questionsThe dos and don’ts of questioningTypes of questionsTestingReasonable adjustments for candidates with a disabilityEnsure that there is no taint of unlawful discriminationPsychometric testingAssessment centresWhy use assessment centres?What happens at an assessment centre?Observation and feedbackReferencesTaking up referencesWhat sort of thing can I ask for in a reference?Unsatisfactory referencesPersonal v company referencesOther pre-employment checks

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300 Rus

Publisher

Hoboken, NJ : .,

Collation

[62] Pages

Language

English

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Classification

300

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