Bookboon, 2012. — 62 p. — ISBN 978-87-403-0074-1.Recruiting the right people into an organisation is essential. If you have the wrong people in place, your business will under-perform. You need good people with the right skills to look after your customers and make your products. This book will help you to recruit effectively, avoiding the common pitfalls. It sets out the legal requirements applicable during the recruitment process as well as best practice and some useful hints and tips to help you recruit the right person for the job, saving you time, money and effort. Preface This book will help you to recruit effectively, avoiding the common pitfalls. It sets out the legal requirements applicable during the recruitment process as well as best practice and some useful hints and tips to help you recruit the right person for the job, saving you time, money and effort.ContentMiscellaneous notes Overview of the Ebook Do you really need to recruit? Getting the process right Job descriptions and person specifications Advertising Genuine occupational requirements Positive action Collecting data Criminal records and vetting Health screening Equal opportunity monitoring Data Protection Act Eligibility to work in the UK The interview Interview questions Testing Assessment centres References Do you really need to recruit? Reasons to recruit Alternatives to recruitment Going ahead with recruitment Getting the process right Planning a successful recruitment process Identify the most appropriate search procedure Plan the recruitment process, interviewers and timescales Request information on experience, skills and qualifications Job descriptions and person specifications What should be included in a job description? What should be included in a person specification? Essential v desirable criteria Advertising Trawling the market What to include in a job advertisement Attracting the right candidates Don’t create opportunities for ‘bounty hunters’ What about asking for experience? Genuine occupational requirements What are genuine occupational requirements? When will an employer be able to assert that there is a GOR? Examples of GORs Positive action Attracting more applicants from under-represented groups Positive discrimination Positive action under the Equality Act Collecting data Application forms versus CVs To interview or not to interview? Shortlisting Criminal records and vetting Introduction Criminal Records Bureau Rehabilitation of Offenders Act Vetting and Barring Scheme Health screening Health checks after an offer has been made Reasonable adjustments Exceptions Equal opportunity monitoring Why monitor? Data Protection Act Relevant data Express permission Security of data The Employment Practices Code Eligibility to work in the UK Checking eligibility to work in the UK Establishing the statutory excuse Knowingly employing an illegal migrant Employing EEA nationals The Workers Registration Scheme Non-EU workers Points based assessment Sponsorship duties The interview Preparing for the interview Interview structure Stages of the interview Common mistakes After the interview Interview questions The dos and don’ts of questioning Types of questions Testing Reasonable adjustments for candidates with a disability Ensure that there is no taint of unlawful discrimination Psychometric testing Assessment centres Why use assessment centres? What happens at an assessment centre? Observation and feedback References Taking up references What sort of thing can I ask for in a reference? Unsatisfactory references Personal v company references Other pre-employment checks
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