DAVENPORT LYONS
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Advertising Where to advertise: • Reach the widest audience possible, consider newspapers, Internet, industry publications. How to advertise
Draw up a job and person specific before you write your advert:
• Job specification = duties of the job. • Person specification = ideal qualification/experience and attributes of the successful candidate.
You should avoid discriminatory language/requirements, for example:
• NOT Foreman BUT foreperson. • NOT Office junior BUT Office assistant. • NOT Senior/mature BUT responsible/capable. • NOT Years of experience BUT successful track record.
You should use the job/person specification to expand on the requirements for the role to attract the right candidate.
Application process
It is good to consider a CV/letter versus an application form. The application form process requires more work but it is easier to compare candidates and focus on the requirements for the role. You shouldn’t ask for unnecessary personal details, for example, age, disability or marital status. A point scoring system to select candidates with criteria by reference to job/person specification is useful.
It is also useful to have two people sifting applications and take average score. You should keep a record of the process – remember that these can be requested by unsuccessful candidates under the Data Protection laws.
The interview
It is good to have list of questions ready and ask all candidates the same questions. Two interviewers are better than one. Try not to go off script and avoid unnecessary questions about personal/family background. Again, you should always keep notes in case the candidate makes a Data Protection request and it is always good to review when making the decision. If in doubt have a second interview!
TERMS AND CONDITIONS
As soon as an offer is accepted by a potential candidate a contract exists, regardless of whether there is anything in writing. You should consider making an offer (whether oral or in writing) conditional upon:
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