If you are planning to recruit into any role, do take time to write the job description and person specification first.
ONLY when these documents are finalised should you start the recruitment process, although, technically, the job description and person specification are the initial part of the recruitment process.
If you don't have a matrix against which to assess candidates, then there is no scientific or objective means of measuring candidates' suitability for the post. This leaves significant room for error.
Furthermore, keep copies of the matrix and notes of the candidates' performance at interview, for at least one year, so that you can demonstrate fairness in your recruitment processes.
Although records of interviews are confidential, unsuccessful candidates are entitled to ask to see any notes regarding their interview and assessment, and they could potentially bring a claim against you if you didn't get it right.
To avoid future headaches...
Plan, compare and be fair.
HR support and documentation.
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