The recruitment process can be fraught with dangers, and if carried out poorly has the potential to cost a business more than just money. The two main risk areas of recruitment are hiring a candidate who is unsuitable for the available position, and, perhaps more alarming, facing the prospect of a claim from an unhappy candidate who feel they were treated poorly or discriminated against. Unfortunately as the jobs market continues to thrive the potential for these risks are only set to rise. With many industries across the UK clambering to obtain only the very best talent candidates may be more inclined to ‘tweak’ their CV in order to stand out, putting businesses in a precarious position.

Many businesses are also unaware of the possibility of causing offense to candidates on the grounds of discrimination or poor treatment. One business most notably effected by an unhappy candidate is airline Virgin Atlantic, who faced lengthy legal proceedings on the grounds of race discrimination when an unsuccessful candidate was offered an interview when he reapplied for a role with a different name. The unfortunate truth is, as the job market has become more competitive more candidates are prepared to challenge recruitment decisions on the basis of discrimination and this can only be avoided through the development of a strong and effective recruitment process.

Effective recruiting relies heavily on trust from both recruiters and candidates, so as a business, how can you do your bit to ensure you are protected from risk? Here at Superlative Recruitment we have offered our top tips to help you create a positive recruitment experience for both your business and candidates.

  1. Be clear on what it is you require from your ideal candidate both in your job listing and throughout all communications with candidates. Avoid ambiguous terms such as ‘Leader’ or ‘Innovator’ as although these can help your business stand out, they can be misinterpreted and can be hard to explain if legally challenged.
  2. Use Application forms whenever possible as they make it difficult for candidates to skip over or omit certain information. Online application forms even offer the option of not allowing a candidate to move on to the next section if the previous isn’t completed correctly.
  3. Use the same questions in each interview. This will allow you to accurately compare candidate skill sets and experience and will avoid ambiguity or missed information further down the line. Also remember to write all answers given in the interview stage down for reference.
  4. If you require specialist skills or qualifications ask candidates to bring certificates to the interview. Many businesses often take qualifications at face value which can lead to disaster further down the line if a candidate is found to lack the level of skill they claimed to possess.
  5. Ask for written references and be sure to follow up with a candidate’s former employer. If you are unsure of the validity of a reference request a written reference of headed or branded paper to ensure the candidate does indeed have experience with a business they claim to.