Over the forthcoming months, RecruitmentRevolution.com will provide you with some useful tips and guidance on navigating the recruitment process. From the point at which you realise you need help, to when the new employee joins your company, this comprehensive toolkit will guide you through the various procedures and summarise some of the key tasks that need to be carried out in order to ensure the best possible result. Effective recruitment is a time-consuming business and getting the correct people into the correct roles is a task not to be undertaken lightly.
Indeed, the long-term benefits of taking on the right staff, not least in terms of employee retention, should never be underestimated. The aim, therefore, of this recruitment toolkit is to give you the best chance of success at this important time.
This month we’re looking at producing ‘People and Job Specs’:
Personal Specifications
When preparing personal specifications the following guidelines should be taken into account:
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Avoid asking for any form of ‘protected’ characteristics (see the issue of occupational requirements noted below). For example, do not state the number of years’ experience that are required as this can be seen as discriminatory based on age, unless of course the requirement can be objectively justified. Another example is requiring continuous experience or for the person to work 9 to 5 which could be seen to be indirectly discriminatory against women who are more likely to have childcare issues.
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Keep the personal specifications in line with the job description so that they cannot be seen to be placing unnecessary restrictions on certain groups. For example, where the job does not require mobility, requiring the candidates to be ‘active’ could be seen as potentially difficult for those with a disability.
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Rank the job criteria. When presenting the criteria to potential candidates, it is important to specifiy the degree of importance you place on it, such as noting which requirements are essential and which are merely desirable. By doing this, the employer can potentially put themselves in a position where they could reassign some of the non-essential tasks if a disabled candidate presented themselves.
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Focus on the actual end result rather than how the tasks should be undertaken. For example, stating ‘must have a driving licence’ could have the effect of indirectly discriminating against those who are disabled and unable to drive. Instead, state that the candidates should have a willingness to travel.
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Be objective. Wherever possible, include criteria that can be tested in a fair and even manner.
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List internationally comparable qualifications. Where certain qualifications are requested, the foreign equivalents should also be given, where possible.
Job Description
Similar care needs to be taken when it comes to creating the job description. On the whole, it is always best to keep the language as simple as possible so that it can be understood by the widest range of candidates possible. Other suggestions include:
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Carefully note the job title and ensure that it does not show a bias towards a specific type of person. For example, the title ‘office junior’ suggests an age bias that could be discriminatory.
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Clearly list the responsibilities. Lay down, objectively, the tasks and duties that the post will require. This is more of a practical issue and should provide enough information for anyone reading the description to be able to decide whether they are suitable or not. Each task and duty stated should be justified.
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Avoid overstating requirements as this may have the effect of accidentally discriminating. For example, if a job requires a vocational qualification only, do not state that a degree from a UK university is required.
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Provide information on the level of flexibility. Where the job can be completed as part of a flexible working arrangement, this should be noted so as to encourage the widest possible range of candidates.
About us:
Created in 2005, RecruitmentRevolution.com pioneered a “first-to-market” low cost online recruitment agency concept enabling companies of all sizes to secure their new recruit before paying a fixed low hire fee. Having developed a client portfolio of over 900 companies, largely via word of mouth referrals, the company is a trusted supplier to some of the UK’s fastest growing enterprises. For more info check out www.recruitmentrevolution.com or call us on Freephone 0800 294 3113