It’s common for businesses to recruit in January. Always be aware of the legal pitfalls of doing so, otherwise you put your company at risk. Job offers, interviews, and postings should all comply with legal requirements.
How to Attract Candidates
What’s different about your company? You need to find your selling point, so you can attract a large volume of candidates. Be aware that you’ll be competing against other businesses in your field for the best of the best. It’s difficult to recruit candidates with the skill set you need, before they get snapped up by your competitors. You want as many ‘above the bar’ interviewees as possible, so source your candidates well and look for specialisms that can enrich your company.
Think outside the box, when it comes to choosing your candidates. In this current climate, they’ve probably been through the job hunting process time and time again. They know all the standard tricks. Throw them a curve ball in the interview process, to see how they react.
Be Squeaky Clean
Everything should be put into writing, including (and especially) job offers. But you should be extremely concerned about serving a non-discriminatory employee selection process. No job postings should refer to marital status, ancestry, physical/mental disability, sexual orientation, age, family status, political or religious belief, race, colour, sex or place of origin.
When asking about your candidate’s suitability for the job, don’t go into that interview room prejudiced or it will lose you ideal employees, as well as come back to haunt you. If the position demands long and irregular hours, don’t ask the candidate if they have children or if they are planning on having any. Just ask if the candidate can work this schedule. It’s not up to you to pass judgement on a candidate’s ability before they prove you otherwise.
The same goes for situations where heavy lifting is required. If your candidate can manage this, you shouldn’t be prejudiced against the interviewee because they are disabled or female.
Check their references responsibly. Your goal is to ascertain if their previous employers can vouch for their reliability, not how many sick days they took in a given year.
Don’t offer women lower pay salaries to men. If you notice that this is an issue in your workplace, rectify it immediately. You can be taken to court for discrimination, if this comes to light. Pay should reflect capability, not gender. For more information, check out these Preston solicitors http://www.vincentssolicitors.co.uk/.
Your candidate should leave the building wanting to work for you. That means you need to ask the right questions, present yourself well, and show off the company in its best light. Sure, you are in the position of power, but the more candidates that are interested in the job, the larger pool you have to draw from. Hopefully, this will make sure that you secure the cream of the crop and can diversify your company’s skill resources in the future.