The Three Most Common Lies Told By Job Applicants Job applicants often fudge dates on their applications to cover up gaps in employment. Many also exaggerate their skills and experience and falsely claim qualifications on their job applications. Even if
A job description provides a detailed description of the role, including all responsibilities, objectives and requirements. They also form the foundation in performance management in terms of agreeing relevant goals and setting expectations and training requirements. The job description should be supported by a person specification, which is a profile of the ideal employee, including qualificiations, skills, experience and personality type. Download my template job description and person specification.
Here are some of the most common and fairly easily avoided recruitment mistakes that I see. For instance: using a poor job description, using company specific job titles, looking for an exact match, freestyling the interview, not keeping candidates informed of the process and not checking references. Read about the most common recruitment mistakes I see and learn how to avoid them.
This post provides a reminder to the Right to Work checks which every employer has a duty to carry out before employing a new member of staff, my guidance covers what documents you should check and when they should be checked.
I also provide a link to download the Home Office Right to Work Checklist so you can be sure you are asking your potential employees for the right documents:
After you have selected the candidates that you wish to meet with, it pays to approach the interviews in pretty much the same way you would any other business meeting i.e. by having a fixed agenda. Knowing what questions you will ask, and what information you will provide will not only speed up the process but will provide a framework that ensures each candidate receives the same information.
At the end of this post is a link to a template interview questionnaire for you to download and adapt for your own business.
Most employers I speak to ask new recruits to provide at least reference, but a large number don’t follow them up. Many of those say they hold no value, but I argue that they are your backup that the information provided during the recruitment process is factually correct. The importance of requesting references from previous employers is demonstrated in this case.
It’s important to only make further enquiries about a potential employee when it is absolutely necessary, i.e. once they have been offered and have accepted the job. This will involve less administration and will also help to prevent breaches of the Data Protection Act and Human Rights Act.
Read my Top Tips to ‘how and when to collect the information’, the implications of the Data Protection Act and ‘points to consider when requesting references. I also provide my Template Reference Request Form which you can use to request references from previous employers in a standard format.
Read my Top Tips To Matching The Candidates Skills to Your Requirements and download a form which will help you match candidates skills to your essential and desirable requirements whilst ensuring your screening is based on consistency, objectivity and relevance.
Imagine the scenario, one of your senior employees will be going on maternity leave shortly and you’ve advertised for a replacement on a temporary contract to cover their absence. One of your existing permanent employees with 6 years service then says ‘I’d quite like to have a go at that’.
If you slot the permanent employee into the temporary role what happens to their employment status at the end of the temporary contract?
When you are recruiting, whether it’s your first employee or you are adding to your team, it’s really important that you get the right person.
When I’m talking about recruitment I always recommend a little planning and a simple consistent process that can be followed each and every time you recruit.
Here are my 12 Top Tips to Recruiting New Employees in a small business.