Recruitment and selection is where it all starts – it is the beginning of an employment journey and the time when your decisions may set the stall over the rest of the prospective employee’s time with you. It is important, therefore, to get it right and there are several areas to give consideration to when looking to find the right person for the right job.

Considering only external recruitment 

Don’t forget to consider your existing staff when a post becomes available. You may already have someone completely capable of performing the role right under your nose and all they need is to be given the chance. You’d save on external recruiting costs too. There is no need to run both processes consecutively – both may run at the same time.

Having an idea of the person you want, influenced by the person who does the job now

It is easy to get caught in the trap of ‘what is familiar’. When someone has been doing a job for a while, you can be forgiven for, even subconsciously, looking for the same kind of person. Keep an open mind about who is capable of performing the job. Look for transferable skills rather than restricting yourself to only those people who have previously performed the exact same role that you are recruiting for.

Using the wrong terminology

Allegations of discrimination are more likely to occur when an advert appears to be asking for, or discounting, particular groups of people. For example, avoid using the words ‘senior’ or ‘junior’ in your adverts because they may be seen to be restricting your target audience to older or younger people. Similarly, try to avoid terms like ‘dynamic’ or ‘young-minded’. Use “bar attendant” rather than “barman”.

Need advice on the issue or further clarification? Then call the Peninsula Advice Service on 0844 892 2772.