Business
A Step By Step Guide to Writing a Recruitment Policy
Every applicant for every job you advertise must be treated in exactly the same way. A formal recruitment policy ensures this happens and that you act in accordance with employment law.
New start-ups may not have the budget for a dedicated HR department. However, this doesn’t mean that a proper HR system can’t be put in place. Help and support is at hand from professional recruitment experts. They will guide you when writing your policy to ensure you include all the salient points.
Job Roles
At the start, you were probably wearing lots of hats. Now it’s time to invite others to help your business develop. Assess the nature of your company. You may decide to outsource some of the core functions. Or else you may prefer to recruit staff in-house. Make a list of all the positions you want to fill. Map an organisational chart with your position at the top. Even if your company is still in its infancy, project ahead to what support you need today, and tomorrow.
Skills
Take each of the roles outlined in your organisational chart and consider what key skills you require. Understand what the job entails. Look at existing job adverts to help you understand the skills and experience competing companies are seeking. Do you want more or the same? Don’t ask for skills beyond the scope of the job role. If you require niche skills, then you will need to create a separate role to accommodate your needs.
Advertising
Choose how you will advertise each role. Be mindful of discriminating against societal groups by only advertising in one or two places. A mix of print and online advertising is the fairest approach. If you choose to advertise only by social media, for example, you instantly discriminate against those who don’t have access to a computer. Or who aren’t able to use one for mobility reasons.
The wording of the advert must also be non-discriminatory. Never infer in an advert that you will only consider a particular social group.
Shortlisting
As an equal opportunities employer, the recruitment process must be fair and transparent. The recruitment policy must clearly state how each applicant is shortlisted and selected for interview. Each candidate must be assessed against the criteria in the person specification. Such guidelines must apply for every candidate irrespective of their background, faith, gender, age, sexual orientation, disability, or ethnicity. Any candidate who doesn’t meet the job’s criteria are eliminated from the selection process. When candidates ask for feedback following a rejection letter, you can openly tell them that they didn’t meet the criteria stated in the advert.
Interviewing
Again, this must be fair and consistent for every candidate. The level of assessment may well differ between different job roles. A test may be necessary for a particular role. Or a presentation could determine the best person for the job. What must be consistent, however, is that every person applying for the same job must be assessed in exactly the same way.
Induction
For a new member of staff to fit in and learn the job, introduce a programme of induction. Every new member must receive the same experience and welcome into the company.
The recruitment policy is a working document and should be regularly updated and reviewed. Be proud to be an equal opportunities employer and comply with the law at all times.
