The Chartered Institute of Personnel and Development (CIPD) has published its top ten tips to help employers recruit the most talented individuals.
As recruitment can be an expensive process in time and money, and , in terms of an employer’s reputation if things go wrong, the CIPD has outlined the most common recruitment mistakes.
It’s not rocket science, when the CIPD tells us that the most costly recruitment mistakes are:
Employing the wrong person, and
Facing the prospect of a claim from a disgruntled or unsuccessful candidate for the job.
During the recruitment process a lot is taken on trust. A little judicious editing of a CV can turn a weak candidate into a star. Exam grades can be uplifted or professional experience exaggerated, so do your due diligence. In the final five episode of the BBC’s Apprentice series we discovered that the candidate Jordan Poulton didn’t own the company in which he was hoping Lord Sugar would invest!
The Equality Act 2010 makes it unlawful to discriminate against job applicants on the grounds of race, colour, nationality or ethnic origin, sex, sexual orientation, disability etc. As the UK job market becomes ever more competitive, frustrated unsuccessful candidates are willing to challenge recruitment decisions on the grounds of discrimination.
Job seekers can learn a lot from the CIPD’s top ten tips for employers:
Ensure you are clear on what the requirements of the job are, and write them down. Try and explain them in plain English anyone can understand.
Use application forms, rather than relying on CVs alone. Application forms make it more difficult for applicants to hide gaps in their employment history, or to embellish it.
Ask technical questions during the interview to test if the candidate really does have the knowledge they claim to possess.
Ensure recruiters use standard forms, to make sure they ask the same questions to every candidate.
Take thorough interview notes and keep them. You never know when you might have to refer to them.
If you use equality monitoring forms, keep these secret from the interviewer, to ensure that there can be no future claims of discrimination.
Make sure your interviewers have the right skills.
If in doubt about qualifications, ask to see candidate’s original examination certificates.
Consider having independent background checks carried out, to verify employment history, background, etc.
Finally ask for written references. Try to speak to the referee in person to verify that the reference is valid.