Recruitment – Best Practice in process and interviews

As 2018 kicks off your business might be thinking about recruitment. Have you got the right processes in place to promote best practice? You need to ensure recruitment takes place fairly with minimal risk. After all, your organisation will thrive with the right staff, but finding the best person for the job takes skill. Take a look at our best practice advice below.


Acas states, “securing the best person for the job entails an employer setting up a well-structured process to:

  • accurately assess its staffing needs
  • attract applicants
  • efficiently handle applications
  • select candidates for interview or other kinds of assessment
  • pinpoint the best candidate
  • offer the job, tie up final details and deal with any queries.”

One of the most important elements of recruitment is to make sure that all of your processes do not discriminate. For example, make sure that at least two people look through applications for a role, that you don’t ask questions about marital status or age in an interview and that you have a detailed and fair process for evaluating prospective employees.

As a business you have a responsibility to ensure that no unlawful discrimination occurs at any stage in the recruitment process on the grounds of age, disability, gender reassignment, marriage and civil partnership, maternity, pregnancy, race, religion or belief, sex or sexual orientation.

Regularly checking and revising your recruitment processes is also beneficial. Take time to make sure that it works well, introduce improvements and communicate to all your managers and staff what is expected of them when they are searching for a new employee.

The right questions

The questions you ask in an interview are, in a small business, usually up to the individual interviewer and the role. However there are questions that you should avoid to make sure that your interview does not discriminate and leave your company open to accusations to bias.

Some examples of good interview questions are

  • What has been the biggest challenge in your career?
  • What attracted you to this role?
  • What are your main strengths and weaknesses?
  • What are your main motivations?
  • What type of people do you like to work with?

These are open questions that look at the interviewee’s skills and aptitude for the job, and how well they would fit into a team. Don’t ask questions that are of a personal nature, including age, gender or religion or ones that have a standard answer that are unlikely to uncover any insight into how the person will work with your company.

Prepare for their first day

Once you have chosen a candidate and they have accepted, don’t leave preparations for their first day to chance. Ensure that you have an good induction plan and training to settle them into their new role and welcome them into your business.

If you have questions about best practice in recruitment, contact me today to see how I can help your business




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