Recruitment and selection
Discriminatory questions at selection interviews
An organisation must be careful not to pose interview questions that are either directly or indirectly discriminatory. The section on Equality & Discrimination provides information about different types of discrimination.
The Chartered Institute of Personnel & Development (www.cipd.co.uk) runs courses on recruitment and the internet, interviewing skills, and recruitment and selection skills.
Employing people with criminal records
It is estimated that up to 20% of the working population has a criminal record. Access to criminal records is now possible through the Criminal Records Bureau (www.crb.gov.uk) but once a conviction is 'spent', the rehabilitated person does not have to reveal its existence in most circumstances and can answer 'no' to the question "do you have a criminal record?" Certain occupations are except and are listed in ROA (Exceptions) Order 1975.
It is recognised that a conviction will put employers off but with a clear policy on employing people with criminal records, objective assessment of an applicant, assessment of risk, supervision and training, this pool of people can be a valuable source of labour.
However, all employers have a common law duty to provide a safe working environment. Organisations that have a legal obligation to protect vulnerable customer and client groups should be particularly vigilant about risk management.
An effective recruitment strategy is essential to all organisations. All recruitment and selection systems must be fair, consistent and ensure equality of opportunity. Recruitment advertisements should never contain age barriers or age-related criteria of any description. They must not make misleading claims, or present misleading information.
Conventional recruitment methods using print media continue to be used successfully, but recruitment on the Internet is becoming popular. There are no fundamental differences between using printed advertising recruitment and recruitment on the internet since the purpose of both is to attract the attention of good candidates. However, the internet has the benefits of ease of access, wide-ranging coverage, speed of communication, the potential to reduce recruiting costs, and the ability to shorten recruitment time.
The most common way of using the internet for recruitment is via websites. There are three options in choosing a website:
- using your corporate website
- using a recruitment site
- using a media site on which electronic advertisements would appear in addition to traditional advertisements in the original paper.
Many organisations are now turning to agencies to assist with recruitment. Any agency chosen should reflect the aims and objectives of your organisation and have experience in recruiting staff for your sector. To ensure a good working relationship with the agency and effective results, ensure that:
- it is made clear what you require from the agency in writing
- all information given is current and accurate
- an accurate and up-to-date job and/or person-specification is provided
- the responsibilities of the agency and the organisation are specified in writing
- any selection tools criteria against which applicants will be selected from the initial approaches, to the short-list stage are agreed in advance.
- equal opportunities standards are adhered to
- the terms of payment for services are agreed in writing
For the agency to be effective it must have as much information as possible about the organisation and its requirements.
The Chartered Institute of Personnel & Development (www.cipd.co.uk) runs courses on recruitment and selection skills.
Background Checking from RwC Plc
A recent survey has shown that one third of CVs contain false information. Background Checking from RwC Plc has a comprehensive range of services which offer a cost-effective method for clients to significantly reduce the risk of taking on an unsuitable candidate. RwC plc can provide basic checks e.g. verifying educational and professional qualifications through to complete financial and fraud checks. Add on services are also available including driving licence and criminal record checking.
ACCA practitioners can
- Demonstrate to applicants that a practice has a professional recruitment policy
- Offer a professional checking service to clients
Visit the Backgroundchecking.com website to find out more about building Background Checking into your recruitment process.