Recruitment Procedures – Seven Steps For Good Procedures

Recruitment Procedures – Seven Steps for Good Procedures

Recruiting can be a complex process, and avoiding mistakes, especially those related to discrimination, is essential. Here are seven practical steps you can take to avoid such risks and improve your recruitment outcomes. If you’re an employer in the Nottingham area, AHACCOUNTANTS is here to assist you with additional guidance or support in this area.

In order to reduce the risk of unintentional discrimination, employers must develop and follow a clear recruitment process. These procedures not only help prevent legal issues but also lead to better recruitment decisions and the hiring of higher-quality candidates.

1. Clear Job Descriptions
   Always create clear job descriptions that outline both the essential duties of the role and the necessary skills and attributes candidates must have. This will help you assess if a disabled candidate can perform the job’s essential functions. Avoid gender-specific language such as “he” or “she,” and only mention qualifications or experience that are truly required for the job. Including unnecessary qualifications could deter women, ethnic minorities, or those with disabilities, potentially leading to claims of discrimination.
2. Non-Discriminatory Candidate Search
   When advertising the job, ensure that the wording doesn’t suggest a preference for any particular group, such as men or women. Be cautious with terms like “energetic,” unless physical activity is genuinely required, as it might deter candidates with disabilities. The method of searching for candidates should also be non-discriminatory. For example, avoid placing job advertisements in places where they would only be seen by certain groups, such as an all-male golf club, which could inadvertently exclude others.
3. Fair Selection Methods
   Choose selection methods that accurately assess the necessary skills and attributes without introducing bias. Avoid tests that are irrelevant to the role, such as written English comprehension tests for a basic cleaning job. Ensure that all candidates are given the same assessments to avoid any appearance of discrimination.
4. Consistent Interview Questions
   Ensure that all interview candidates are asked the same set of questions. Avoid asking discriminatory questions such as, “When do you plan to start a family?” This not only ensures fairness but also protects against claims of bias or discrimination.
5. Avoid Health-Related Questions
   Do not ask health-related questions during the interview process or before making a job offer. This includes health questionnaires or questions like, “How many sick days have you taken in the past 12 months?” You are, however, allowed to ask whether any accommodations are needed to help the candidate attend the interview.
6. Reasonable Workplace Adjustments
   Consider modifying the workplace to accommodate candidates with disabilities, where reasonable. The cost of these adjustments should be no greater than the usual cost of recruiting a non-disabled person. Also, make sure the recruitment process is accessible to all candidates. This may include adding wheelchair ramps or adjusting application forms so they don’t ask irrelevant or discriminatory questions, such as whether the candidate is registered as disabled.
7. Keep Detailed Records
   It’s crucial to maintain accurate records of all applications, rejections, interview performance, and assessment results. These should align with the job description and skill requirements. In the event of a discrimination claim, these records could be essential. Candidates have three months from the last discriminatory act to file a claim, which might be the rejection or feedback date.

By following these steps, you can help ensure that your recruitment process is fair, transparent, and legally compliant. If you need further support in refining your recruitment practices, AHACCOUNTANTS is available to provide expert advice and assistance.