9 ways to make sure your recruitment is more efficient and delivers the long-term employees you want

Make sure all of the HR/personnel specialists, line managers and supervisors involved in your recruitment are properly trained in equal opportunities and that all of your recruitment policies are regularly refreshed.

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9 ways to make sure your recruitment is more efficient and delivers the long-term employees you want

1. Training

Make sure all of the HR/personnel specialists, line managers and supervisors involved in your recruitment are properly trained in equal opportunities and that all of your recruitment policies are regularly refreshed.

2. Job description

Make sure your key requirements are clear; careful drafting will help form the basis of your selection criteria and demonstrate that you – as the employer – are following a fair, objective and reasonable process for selection.

3. Person specification 

Make sure you clearly explain what experience, qualifications and soft skills you’re looking for from the off.

4. Questions

Make sure you ask all of your candidates the same questions and always avoid asking any questions that could be misinterpreted as being discriminatory (and remember candidates can bring a discrimination claim even if they are not successful).

5. GDPR

Make sure you have a Data Protection Privacy Notice specifically for your candidates.

6. Conditional job offer

Make sure you always confirm your main terms of employment when you send your successful candidates their offer letter whilst underlining your final confirmation will be conditional on receiving satisfactory references, work qualifications and evidence.

7. Probationary period

Make sure your new employees understand their employment is subject to a probationary period from the start.  The probationary period should allow for a shorter notice period to terminate the employment and your offer letter and contract of employment should confirm this.

8. Contract

Make sure your employment contracts are always issued within the first two months of the staff member’s employment (and that your contracts meet the requirements of Section 1 of the Employment Rights Act 1996).

It is also good practice to include a carefully drafted restrictive covenant within your employment contracts to prevent employees leaving to join competitors.

9. Train and retain

Make sure that once you’ve appointed the right people, you monitor their progress, provide the training they need and do everything to build a strong relationship with them so you continue to successfully develop and retain your staff.

If you’d like to discuss different ways to improve your recruitment process (or anything else relating to HR or employment), please contact Charlotte Ollerenshaw on  0114 290 6286 or email at charlotte.ollerenshaw@keebles.com.

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