Most employers ask new recruits to provide one or two references from previous employers but many simply file the information without following it up. This case demonstrates how important it is for an employer to check that the information provided during the recruitment process is factually correct.
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.
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:
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.
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.