As businesses start to look ahead to their strategy for the New Year and identify open positions and potential new roles advo HR takes a closer look at efficient processes to help identify the best candidates.
Considerable management time and investment is spent once a candidate is chosen for a role, so you want to try and get this right.
Create a job description and job specification
Once you have identified that there is a role that needs to be filled within the business it is important to make sure that a job description and job specification is up to date for the role. Particularly if the needs of the business have changed. If it is a new role these documents are useful tools to identify the skills and attributes the Company are looking for to fill their requirements, and will help further down the recruitment process and throughout the successful candidate’s employment.
The tools above should help you consider some of the details needed to advertise the vacancy. Applicable details would include job title, brief description of role, specific qualifications needed, salary offered, who to contact to apply for the role along with contact details and deadline to apply by.
Consider advertising the vacancy internally as well as externally, this can be great for opening opportunities for people to progress, and an existing member of staff will already have tacit knowledge and overall business operation knowledge.
Think about where will be appropriate to advertise in order to attract the most relevant candidates.
Use the job description and person specification to screen the applications.
Have you considered doing an assessment centre? They are great ways of seeing a number of potential candidates in a concentrated period of time. They also allow you to carry out a number of selection tests to measure candidates capability for the role individually, and also to assess how they work in a team environment too, including an interview. Afterwards it allows you to compare all the applicants with the results from their application, selection tests, interview and experience to help you decide on the successful candidate/s. They can also be useful where you are looking for a number or new people to join the team and intend to employ more than one person.
Use of selection testing
Selection tests are a good source of additional information to enable you to make an informed decision on an individual. Giving candidates tasks that are associated with the job is a good way of assessing their potential capability for the role and quality of work. It varies the recruitment process by giving them a practical activity to do rather than just basing the selection process on their performance at interview.
- Obtain information through open questions including the applicant’s work experience, qualifications, skills, abilities, knowledge, ambitions and strengths and weaknesses.
- Do not base age or any other protected characteristic as part of the selection criteria during the selection process.
- Make adjustments for candidates who have disabilities.
- Do not allow gut feeling alone to determine the selection decision, because gut feelings are inevitably influenced by personal attitudes, and may possibly result in unlawful discrimination.
- Give candidates the same amount of time in the interview for them to have a fair evaluation of skills.
Keeping records – GDPR
Keep notes to remind yourself of the important observations necessary to help you with the selection decision.
Notes will may assist with defence against a tribunal claim bought against the Company by an unsuccessful job applicant.
Notes for any unsuccessful candidates should only be kept for as limited time as necessary.
If you would like to know more drop Carly Gregory at advo hr an email on firstname.lastname@example.org