Recruitment and induction
Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organisation depends on having the right number of staff, with the right skills and abilities.
Organisations should be aware they have a legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of sex, race, disability, age, sexual orientation and religion or belief, pregnancy, maternity, marriage and civil partnership and also gender reassigment.
Download the Advisory booklet - Recruitment and induction [1Mb].
After recruitment a good induction programme is a good way to help new employees become effective quickly.
A good induction programme introduces the newcomer not only to their immediate colleagues, but to other workers they may have less day-to-day contact with, including trade union representatives or employee representatives. Induction doesn't need to be a very formal process but it needs to be properly managed.
Questions and answers
What should a job description contain?
A good job description is useful for all jobs. It can help with induction and training. It enables prospective applicants to assess themselves for the job.
A good job description should include:
- The main purpose of the job - try to describe this in one sentence
- Main task of the job - try to use words such as repairing, calculating, writing, instead of vague terms such as dealing with or in charge of
- Scope of the job - expand on the main task and the importance of the job
Who is responsible for the induction process?
There may be several people involved in the planning and delivery of the induction process, depending on the size of the company. It may be the personnel officer, the manager or supervisor, or perhaps a "buddy".
Is there a legal obligation for a previous employer to give a reference?
There is no legal right for a referee to provide a reference and they may fail to do so. You can state on the application form when a reference will be sought, but do not approach a current employer unless the candidate has given permission. References will be most effective if a job description is included together with a request and relevant questions that will enable you to gain accurate further information regarding the candidates' abilities.
Why have a person specification when advertising a job?
Drawing up a person specification allows an organisation to profile the ideal person to fill the job. It is important that the skills, aptitude and knowledge included in the specification are related precisely to the needs of the job.
GOV.UK's five steps on Taking on an employee
The GOV.UK - Employing staff for the first time guide takes employers through the process of hiring their first member of staff and explains their core legal obligations when doing so. This includes information on setting pay, getting the right insurance, understanding tax requirements and checking a new employee's right to work in the UK.
This forms part of the Business in You campaign to highlight support for start-up and growing businesses. Further information is available from the Business in You website.
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