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Recruitment
23 Sep 2006
The information contained within this briefing is accurate at the time of writing.
Care must be taken in placing advertisments for new staff to ensure that these advertismnets do not import any element of descrimination. This would include discrimination against any prospective employee on the grounds of age, race, Sax, colour, marital status or ethnic origin, disability or Saxual orientation. You should also record your reasons for not offering the job to any unsuccesful applicant and ensure this information is safely retained for at least six [see note 1] years. and that it could not be interetated as showing any intention to discriminate.
Application Form
Candidates should be asked to complete a job application form as these documents are usful in originating personal records and assisting with the objective selection of suitable candidates and providing a guide to interviewing. You should try and adopt a systematic approach to interviewing and be in a position to advise prospective employees of precise terms and conditions that are on offer and the main terms and conditions that will apply. [See note 2]
The notes should be followed to help towards full compliance with the standards required by the courts and industrial tribunals. You MUST always contact your HR Department or seek legal advice before taking any disciplinary action which might result in dismissal or resignation.
Job Specification
Using a job specification allows both the employer and the potential
employee to be fully aware of exactly what the position available
entails. It is therefore of great importance to define the role
using the most appropriate information.
Consider for instance how the title will compliment the individual
and place them within the existing hierarchical structure of your
company. Congruence within the present structure will matter to
current and future employees alike.
A description of the role will enable you to think critically about
the main duties and responsibilities that the position requires.
This allows individuals the opportunity to reflect accurately on
their suitability and desire for the position. Preparing a candidate
for their future within the company will assist in assuring their
long-term success within your organisation.
It would help to prepare a profile based upon the ideal personality
an employee should have to fulfil the requirements of the position.
Specifying desirable and necessary characteristics would be a
valuable tool in emphasising the most important or demanding aspects
of the position. Looking at how past individuals managed in the
position may help in the selection of characteristics.
NOTES:
- Time for presenting a complaint of sex discrimination was extended by 6 years by an employment tribunal during August 2000
- Once an offer has been made and accepted you cannot unilaterally change those terms and conditions of employment.
23 Sep 2006
The information contained within this briefing is accurate at the time of writing.
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