Do you need a trusted outsourced HR support/service? If so, let us help you. In the meantime, please remember some of the top things to NEVER do when you are recruiting.
Don’t bother defining your selection criteria
What do you need the person to be able to do?
What skills will they need in order to do the job effectively?
What experience do they need?
How will you test these?
- Get these clear in the person specification
- Ask competency-based interview questions to test against criteria
- Score against these criteria
Rely entirely on the interview
A football scout hears of a player who has powered his team to a good win-loss record. His coaches think he’s one of the most talented players they’ve seen. But the scout is unimpressed by the one practice game he sees him in; he tells his manager it’s not worth trying to recruit the player.
Is this a good idea?
Interviews (especially unstructured ones) are notoriously poor predictors of future performance! An interview tells you how good the person is at interviews.
How can you improve your assessment process?
- Work Assessments
ASK ILLEGAL/unhelpful interview QUESTIONS!
- Are you married?
- Do you have children?
- Are you planning to have children?
- Who will look after your kids while you’re at work?
- Will you be unable to travel because of your kids?
- How much sick leave have you had in your current job?
- Have you got any disabilities?
- Have you ever been arrested?
- How old are you?
Fail to consider unconscious bias
- Train your managers
- Ensure that you have a particular focus on unconsciously discriminating applicants with protected characteristics. ‘Protected characteristics’ are:
- Age – This refers to a person of a particular age, such as somebody who is 18 years old, or to a group of people who are in the same age group, such as people who are aged 35 and over.
- Disability – A person is considered disabled if they have a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.
- Gender Reassignment – This protected characteristic applies if a person is wanting to undergo, is undergoing, or has undergone a process to reassign their sex.
- Marriage and Civil Partnership – This refers to any person who is married, whether that be to someone of the opposite sex or the same sex or a civil partner.
- Pregnancy and Maternity – This refers to both when the woman is pregnant, and the period after she has given birth.
- Race – This characteristic covers a person’s skin colour, nationality, and ethnic or national origins.
- Religion and Belief – This includes religion and any religious and philosophical beliefs, as well as a lack of belief (known as Atheism).
- Sex – This refers to whether a person is a man or a woman.
- Sexual Orientation – This refers to a person’s sexual orientation towards people of the same sex, people of the opposite sex, or people of either sex.
Valuable time, money and resources can be wasted by use of ineffective recruitment strategies.
We can minimise your cost-per-hire by advising you on what it takes to attract qualified applicants, giving you tips on the best recruitment strategies, and how to make excellent hiring decisions.
How we can help?
- Developing job descriptions
- Drafting adverts / and or advertising on your behalf
- Reviewing current recruitment and selection procedures
- Attending interviews
- Creating bespoke and innovative recruitment events
- Managing and designing the recruitment and selection process
- Training your manager’s ineffective recruitment practice and the importance, at each stage of the recruitment process, of diversity and the avoidance of discrimination.
* We provide remote HR advice and support to companies across the UK. In response to increased levels of home/remote working, we can offer ALL of our services remotely.
Get in touch for an informal, free no-obligation chat about how we can help: send us an email or give us a call