cfi-The Look and The Law Aug 09:The Look, The Law & The Knowledge 2009 07/09/2009 13:56 Pag
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
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.
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.
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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