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Have You Found Your Apprentice?

EH SolicitorsBlogHave You Found Your Apprentice?



Have You Found Your Apprentice?


Have you found your Apprentice?

With The Apprentice interviews having taken place last night, now may be a good time to look at your interview process and technique.  Recruitment is an exceptionally important function in any business.  People are your key drivers and if you select the right people, they can assist you in growing and developing your business far more quickly than if you had made the wrong decision in selection.

Recruitment has 4 main elements:

  1. Advertising
  2. Shortlisting
  3. Interviewing
  4. The offering of the role

At each stage, care must be taken to ensure the process is fair and it is crucial notes are taken throughout.

Advertising tips

  • Prepare a job description and a person specification in advance of advertising.  Make sure the advert is not discriminatory.

An obviously discriminatory advert:

“WANTED Native English speaker (Caucasian), female, under 30 yrs old”

A not so obvious discriminatory advert:

“Only those with 6 or more GCSEs may apply” (what about those who have taken O-levels?)

  • Jobs should be advertised externally wherever possible.
  • Consider how applications will be submitted (post, email or both) and what will their form be (CV with a covering letter or a pre-designed application form).  Consider making adjustments for the applications (e.g., braille, large font, different coloured paper etc.).

Shortlisting tips

  • The panel should agree selection criteria based on the job description and person specification. All candidates should be marked against the selection criteria and a shortlist of applicants drawn up.
  • The shortlisted candidates should be notified of any tests they will be required to undertake as part of the interview process and asked if they will require reasonable adjustments under the Equality Act 2010 to complete the interview process and any aptitude tests.

Interviewing tips

  • All shortlisted candidates should be asked the same questions and their answers should be scored consistently by all members of the interview panel.
  • Do not ask any questions concerning details of the candidates’ personal life unless they are directly relevant to the requirements of the job
  • Provide feedback to candidates if requested. Feedback can be written or oral but should be objective and given in accordance with any written policy.

5 poor interview questions

  1. Tell me about yourself (this is very open ended and so you may want to ask a more directed question such as why did you chose to become a care assistant?)
  2. What is your marital status? (this could potentially open you up to claims of discrimination)
  3. Where would you like to be in 3 years’ time? (you are probably not going to get the truth!)
  4. What is your biggest weakness? (you are probably likely to get the usual response and so try asking, ‘what has been your biggest challenge and how did you overcome this?’)

Making an offer

  • Any offer of employment should state that it is subject to contract (if that is the case), the candidate providing proof of permission to work in UK and receipt of satisfactory references.
  • Consider making it subject to other factors too such as a satisfactory medical examination or proof of relevant qualification.
  • Candidates should be reminded not to resign from their existing job before these conditions have been satisfied.

For further information or to discuss an employment law query, please telephone Ian Hass on 0800 197 3560 or email him at [email protected].

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