Top tips for recruitment – good practice recruitment checklist
Pre-advertising
The post is reviewed, alternative ways of filling the position have been explored and job description is updated.
Person specification is reviewed and contains only essential requirements
Scoring matrix and additional assessment methods e.g. written exercises agreed.
Interview format agreed (face to face, telephone, online, 2-stage)
Agree dates for advertising, closing, shortlisting and interview
Recruitment packs are complete and recruitment panel chosen and confirmed
Position advertised
After the closing date
Score the applications against the service specification
Notify candidates successful for interview by telephone/email/post as early as possible after shortlisting. Decide what your response is to candidates who can't attend on the day. Do you offer an alternative?
Ensure all successful candidates are aware of the date, time and format of the interview and if they are required to bring anything else with them e.g. evidence of right to work or presentation.
Panel agree on questions to be asked at interview. Questions should align to competencies on the person specification.
Send out joining link if interviews are online
At interview
Ensure any technology to be used for presentations is working (often helps to have candidates send presentations (if required) in advance.
If you have a number of candidates to interview try and ensure someone outside of the process is available to meet, greet and copy any required documents.
Inform the candidate you will be seeking references and, if appropriate a DBS check.
Be clear with candidates when they will hear of the panel's decision
Communicating the decision to successful and unsuccessful candidates
Verbal conditional offers of employment can be made to successful candidates subject to references and all other checks e.g. health, DBS etc.
Starting date agreed with the candidate subject to formal offer
Formal offer should always be made in writing as soon as reasonably practicable
Unsuccessful candidates informed either in person, by telephone or in writing
Feedback should always be offered to unsuccessful candidates
Confidential recruitment paperwork should be kept for at least 6 months before being destroyed to support any appeal or challenge to the process.
