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. Only looking in certain areas If you do use external recruiting methods, think about what these methods are and who they are targeted at. Using a trade magazine restricts your audience to people who subscribe to that magazine. Using only internet advertising makes it more difficult for people to apply who do not have ready access to the internet, but would be perfect for the job. Having an idea of the person you want, influenced by the person who does the job now 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”. Not being specific enough about the terms Targeting your audience in the right way is sometimes advisable. Not providing enough information in your adverts may mean you are trawling through several applications from people who are not likely to take the job if you offer it to them. For example, give an indication as to the salary; geographical location and normal hours of the job. This means that people can make a more informed decision over whether it is the job for them or not.