It’s a funny old time out there on the job market, there are mixed reports about unemployment decreasing as some businesses start their pandemic recovery, there are fears more jobs will be lost in certain sectors with further extended restrictions and there is the Brexit effect and furloughers returning to day jobs where certain sectors are experiencing massive shortages in the availability of people and skills.
For today’s blog, I thought it would be useful to set out my recommendations for a consistent and fair recruitment process to help employers assess applicants for the role they have applied for and get the right hire in place.
The key to any recruitment process is the job description and person specification.
As an employer you need to know the skills you need in your business and have an idea of the tasks you want the new recruit to do. Whilst the job description will help in the recruitment process it is the person specification that should be the foundation of the selection process and the questions asked (and scored) at the interview. This would include things that are essential for the role, and therefore non-negotiable and things that are desirable or advantageous, so nice to haves in the role.