The A-M of recruitment

HR Dept's blog this week is all about recruitment. Could your process do with a refresh in 2019? Part 1 of this #recruitment A-Z is a great place to start.

The A-M of Recruitment

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Attracting applicants

Attracting the right applicants requires an all-round approach. Some steps to consider are: Review your online presence, revisit your “work for us” content and be seen where your ideal candidates are looking.

Brexit

It is true that Brexit uncertainty has affected the flow of EU migrants wanting to live and work in the UK. You may want to consider if and how Brexit affects recruiting for your business.

Workforce planning, which highlights skills gaps and opportunities for training, is a great way to start preparing.

Company culture

Company culture can be a big pull for candidates. And you will also want to know that your new-hire will fit in well with yours. Communicate your company culture and core values by including them in your job description and interviews.

Data protection

Processing the data of EU citizens currently falls under the General Data Protection Regulation (GDPR), and the handling of personal data needs to be compliant throughout your recruitment process. GDPR compliance can be complex. Ask us if you are unsure.

Employment contracts

Providing each new-hire with the right employment contract is crucial when it comes to protecting your business. Make sure you use the right contract for the right role and at the right time. You can be taken to an employment tribunal if you don’t.

Flexible working

Flexible working is a hot topic and a desired benefit of many job seekers in 2019. Could flexible workingwiden the net of your recruitment strategy?

Ghosting

Being ‘ghosted’ is the recruitment equivalent of being stood-up. In a job-seekers’ market, that cold feeling of rejection usually associated with online dating is becoming a common occurrence for companies who are hiring. Read our top tips on how to reduce the risk of being ghosted.

Headhunting

Headhunting can be a good way to attract your preferred calibre of employees. Just be sure to approach the process with caution and respect the confidentiality of your prospects. Steps one and two should involve research and rapport.

Interviews

An interview will give you dedicated time with a candidate so that you can both discuss suitability for the role. To get the most out of this time, it is wise to do some interview prep to avoid repetition or missing out important questions which check that the candidate really has the right knowledge, skills and attitude to do the job.

Consider the location of your interview too. Does it give a good first impression of your business?

Job descriptions

Both a good job description and person specification are essential when it comes to being clear about the role and the person you want to fill it. Consider the title and keywords that you are using to advertise your role. Check out the competition too. Is your offering as attractive as theirs?

Knowledge

Make sure they have the right knowledge for the role. But also have you found a way to train and share knowledge across the team so that if someone is away, work does not grind to a halt?

Legal bit

Legal protection for candidates starts with your job advert. Is your process up-to-date and compliant for the likes of anti-discrimination, right to work and criminal record checks?

Medical

Enquiring about a candidate’s health before offering them a job could fall within the lines of discrimination under the Equality Act 2010. There are a few instances where it would be suitable to ask. For example, if the job comes with an occupational requirement.

Be sure to check back next Wednesday to see the reveal of letters N-Z



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