Step 1 Preparation:

The key is to put together a comprehensive Job analysis, job description and personality specification – why is the role needed what skills, knowledge and experience does your new employee need to have?  In addition, conduct salary benchmarking, in the market and internally, to ensure you are attracting the right caliber of candidate.

Step 2: Attracting and selecting the right candidate:

There are many tools at your disposal in this regard – advertising, social media, word of mouth, recruitment agencies, websites, job centre etc.  Select the right one/combination to ensure you reach your target audience.   Once you have collected CV’s use these to put together a shortlist for interview, this will give a you full picture of the individual and whether or not they are a match for your organisation and the role you are recruiting for.  Additionally, you can utilise tools such as psychometric testing and practical exercises to see how the individual performs outside of the formal interview process.  Once you have selected the right candidate make them an offer in writing.

Step 3: Legal Compliance

Once you have selected the best candidate for the role there are certain legal requirements you must undertake including discrimination profiling, a medical questionnaire, eligibility to work in the UK and proof of adequate references.  In addition dependent on the role you are recruiting for you may also need to ensure you are paying minimum wage, conduct a CRB check and gather the required documentation to confirm that the candidate is eligible to work in the UK.

For more information on how to get the most out of your recruitment process please contact me at sueferguson@optionshr.co.uk .  The Options HR team have a vast amount of experience in:

• Personality profiling
• Helping you to shortlist and interview candidates
• Guiding you through the selection process
• Preparing, reviewing and amending offer letters and contracts of employment
• Developing induction procedures.