When you recruit new employees, there are many common mistakes to avoid. The recruitment process can be lengthy. However, getting the hiring process right is crucial to obtaining the best candidates for the job. Additionally, it is important to avoid common mistakes when recruiting staff to ensure your business abides by employment law. This article will explain five common mistakes to avoid when recruiting new employees.<\/p>\n\n\n\n
When you recruit new employees into your business, you must not forget your employment duties under anti-discrimination law<\/a>. Put simply, it is illegal to discriminate during the recruitment process where it relates to the candidate\u2019s: <\/p>\n\n\n\n You may find you discriminate without intending to. For example, advertising for a \u2018mature\u2019 candidate could constitute age discrimination. Moreover, if a candidate has a disability, you are legally required to make reasonable adjustments to the job position should they be successful.<\/p>\n\n\n\n To help avoid a potential discrimination claim, it is worth providing written feedback to candidates regarding why they were the wrong person for the position.<\/p>\n<\/div>\n\n\n\n One of the first stages of the recruitment process for employers is advertising the vacancy. This includes writing the job description accurately and advertising in the right places. To get the best candidate for the job, employers should use mediums to ensure they reach the broadest range of applicants instead of limiting their search.<\/p>\n\n\n\n In saying that, poor job descriptions are among the most common mistakes during the recruitment process. When writing the job descriptions, you should not simply use old descriptions as roles frequently change. For example, the job description may have changed if your business underwent an internal restructuring. Hence, your job description might include:<\/p>\n\n\n\n When writing your job description, remember that there are legal requirements to bear in mind. For example, you cannot require employees to work over 48 hours per week unless<\/em> they sign an opt-out agreement. Also, when stating the salary, you must ensure that it meets the legal minimum<\/a> in terms of the National Minimum Wage<\/a>.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n\n
Untargeted Job Descriptions<\/h2>\n\n\n\n
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