Introduction to Recruitment

Why is a Recruitment Process Important?

Making good recruitment decisions is important for any business. A poor recruitment decision can be costly, time-consuming and disruptive. Although there are no guarantees when recruiting, having a clear process will help you make better decisions and increase your chances of finding the right person.

A recruitment process helps you plan each stage, from identifying the role and attracting candidates through to interviewing, selecting and offering employment.

It also helps ensure candidates are treated fairly and consistently, while reducing the risk of discrimination and other legal issues.

Your recruitment process does not need to be complicated. For smaller businesses, a straightforward approach with clear responsibilities and a few standard documents may be sufficient.

Before You Start Recruiting

Before advertising a vacancy, take time to consider:

• Is the role needed? If replacing someone, consider whether the job should remain the same or whether the responsibilities need to change.

• Who can authorise recruitment? Decide who can approve new or replacement positions, salaries, agency fees and advertising costs.

• What are you looking for? Identify the duties, responsibilities, skills and experience needed.

• What terms will you offer? Consider salary, working hours, location, flexibility and whether the position is permanent, temporary or fixed-term.

• How will you recruit? Decide whether to advertise internally, externally, through agencies or using other methods.

• Who will manage the process? Agree who will handle applications, communicate with candidates, shortlist, interview and make the final selection.

Having these matters agreed beforehand will help avoid unnecessary delays, control recruitment costs and ensure everyone involved understands their responsibilities.

Recruitment Policy

You may wish to have a written Recruitment Policy, particularly if different managers or departments are involved in recruitment.

This can establish a consistent approach and set out responsibilities and authorisation arrangements.

For smaller businesses, a simple recruitment procedure or checklist may be sufficient, provided those involved understand the process and their responsibilities.