When you spend time and money recruiting new staff for your business, you must do it correctly. Not only must you encourage suitable candidates to apply for the job role, but you must also recruit effectively and fairly. If you fail to do so, you could face an employment claim in an employment tribunal. To avoid such disputes, this article will explain what you should and should not do when recruiting staff in England.<\/p>\n\n\n\n
You are legally obliged to make reasonable adjustments<\/a> for employees and job candidates when you know they have a disability. The adjustment must be reasonable and help reduce or eliminate any disadvantage their disability causes in the job or recruitment process. For example, providing a ramp for the interview for a person who uses a wheelchair. Reasonable adjustments will also aid those with a disability to work safely and productively.<\/p>\n\n\n\n You should ask candidates about reasonable adjustments as early as the advertising period for the job role is good practice. Although the advertisement period may be limited, you should nevertheless ask as soon as possible.<\/p>\n<\/div>\n\n\n\n <\/em><\/strong>When asking about reasonable adjustments for the interview stage, you should consider other options such as:<\/p>\n\n\n\n When recruiting staff, writing an adequate job description or specification is essential. A good job description will clarify to your job candidate what the role entails and what training they may require. It can also indicate how you may manage their performance at an early step. <\/p>\n\n\n\n An excellent job description should contain:<\/p>\n\n\n\nWrite an Effective Job Description<\/h2>\n\n\n\n