Recruitment Tips
As we approach the final quarter of the year, your business may be re-evaluating your team and taking a look at what remains of your recruitment budget. If you’re looking to add a few new faces to your business, here are some things you should be conscious of during the recruitment process:
Define what kind of person you are looking for, and what kind of role needs to be filled
It’s critical to pinpoint the answers to these questions early on in the recruitment planning process, as it will enable you to be much more objective with the decisions you make about candidates.
Be aware of unconscious biases that may affect your decision-making
Unconscious biases are named so because even if we don’t intend to hold any prejudice against another person, we still occasionally let our own assumptions make decisions for us. Be sure to recruit based on skill and personal merit, rather than your own perceptions of an individual.
Consider how to make the interview process as accessible as possible
John Lewis have recently decided to give successful applicants access to their interview questions ahead of time. According to their head of talent Lorna Bullett, nerves can often affect how neurodivergent candidates perform in interviews, so by giving all applicants a chance to prepare their interview process is much more accessible. It also reduces the likelihood of unconscious bias relating to neurodiverse employees by sharing the questions with all applicants!
What steps should be taken after a decision is made
There are several legal checks that you may need to carry out once you’ve chosen a candidate, from their right to work in the UK to background checks. You must also provide a formal contract of employment and an employee handbook.
If you need any assistance with the legal elements or anything else in this article, get in touch with us at polly@rathbonehrsolutions.co.uk!