An effective Recruitment and Selection process will mean, in the majority of cases that the right person for the role is chosen in a fair and consistent manner. Getting it right at the beginning of the employment process saves unnecessary recruitment costs and ensures the Employer has the best workforce available.

The following option should be considered: 

Can the vacancy be filled internally?     Promotion prospects for the existing workforce are a good motivator.  Agency Staff alread working within the Organisation must also be considered
Are there any redundancy programmes in other areas of the Organisation? Staff at risk of redundancy should be given the opportunity of applying for vacancies.  This ensures that the best people are retained within the Organisation and saves redundancy costs.
Is the vacancy permanent or temporary? Is the vacancy to cover busier periods of time or is it for an indefinite period?
Can the vacancy be carried out on a flexible working pattern? Consider different working patterns to attract a wider scope of applicants.
What is the recruitment budget? Include any advertising costs and any potential increase in the salary and benefit package if the vacancy is a replacement for a Staff Member leaving.
Has a skills audit been carried out? Has the vacancy opened up an opportunity for a reassessment of what the Organisation requires in terms of skills and competencies required for the role.
Can the vacancy be sourced using local labour markets? Asking job centres about skills sets of local labour explores whether the vacancy can be filled locally or whether the Organisation needs to look further afield.
Work out what the job entails and what skills and aptitudes the applicant needs. The best way of doing this is prepare a job description and person specification
Which recruitment sources are best for filling the vacancy? Using a variety of sources such as internal vacancy bulletins, job centres, employment agencies, newspapers and the Internet will achieve the best outcome.  Ensure all adverts contain the same information to avoid claims of discrimination.
Ensure that the recruitment and selection procedure is non discriminatory. The interview process should involve two people if practicable and records should be kept at all stages of the procedure in order that feedback can be provided to the applicant if necessary.
Ensure that those involved in the recruitment process are suitably trained In particular on ensuring that discrimination is avoided at all stages of the procedure.
Are candidates assessed effectively for the role? Ensure that application forms are used to provide consistent information and that interviews are carried out in a structured way.  If necessary use tests and assessment centres.
If practicable, any reference checks including criminal record and work permit checks should be carried out prior to the candidate being offered a role.                                                       Proof of qualifications and eligbility to work in the UK should be sought.

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