This section is designed to give employers clear guidance on how to recruit and employ staff.  The recruitment process consists of the following stages:

 

Identifying potential employees

See advertising link opposite.  A variety of approaches are suggested to attract individuals who may consider employment with the organisation.  Advertising is the most obvious but other approaches range from using agencies to approaching people directly.

 

Selecting the best person(s) for the job

See the selection link opposite.  At the outset it is worth spending some time considering what is the job that needs filling and what kind of person would best fill it?  Interviewing is the most common approach but research has shown this approach can be very unreliable, other approaches include testing, group exercises etc.

 

Formally offering the job/ rejecting unsuitable candidates

See the Job Offer link opposite.  It is important that the offer letter and contract of employment, together with supporting information are correct.

 

Assisting the new recruit to become an effective worker

See the induction link opposite.  Many people taking up new jobs get the impression that the first few weeks are an exercise in 'sink or swim'.  Efforts expended in inducting new employees are often the most cost-effective way for them to become productive.

 

Avoiding legal pitfalls

See the Legal link opposite.  It is important that systematic records are kept throughout the legal process, the employer must be in the position of being able to demonstrate no discrimination has taken place.  Similarly offer letters and contracts must cover all eventualities relevant to the employment.