Recruitment and promotion
Are you looking to recruit more staff or promote existing staff?
Ensure that you minimalise the risk of any discrimination claims being brought against you by seeking advice as early as possible.
Regardless of whether you are recruiting more staff or promoting existing staff as the employer you need to ensure you follow a fair procedure. Throughout the recruitment process there are many points you may need to consider, for example: method of applications, how to withdraw an offer and whether a probationary period is appropriate.
Additionally, in every stage there are many pitfalls that an employer could fall into. It is important to be able to identify those pitfalls and understand what policies and procedures need to be followed in order for the pitfalls to be avoided. If this is discussed from the outset it will help prevent any claims being brought against the employer, or if any claims are brought, it will provide the employer with the best chance of defending themselves.
The recruitment process consists of various stages:
identifying the vacancy;
preparing a job description and person specification;
deciding whether an exemption, such as occupational requirements, applies to the vacancy;
advertising the vacancy: inviting applications (using either application forms or other means of applying) and dealing with speculative applications;
making an offer of employment, subject to conditions where appropriate (and, where necessary, withdrawing the offer); and
We understand this may be a daunting process but by seeking advice at an early stage you will be able to have peace of mind that the process you are following is legally compliant and fair.
A member of our experienced team will be able to guide you through the recruitment or promotion process ensuring you fully understand each stage. For more information please contact Katherine Maxwell or Naomi Greenwood.