Most employers recognise the fact that their staff are their greatest asset, and the right recruitment (and later 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 reassignment.
Download the Advisory booklet - Recruitment and induction [467kb].
After recruitment, a good induction programme is a good way to help new employees become effective quickly.
Managing future talent - joint guidance by Acas, CIPD and unionlearn launched
The guide Managing Future Talent - A guide for employers [1Mb] has been jointly produced and is published as part of the CIPD - Learning to Work programme.
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
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.
Acas training - did you know?
Acas run practical training courses to equip managers, supervisors and HR professionals with the necessary skills to deal with employment relations issues and to create more productive workplace environments.
View related Acas training and course dates in your area for:
Recruitment systems and processes - Acas business solutions
We can visit your organisation to help you understand what improvements can be made to your recruitment policies and we can help you avoid the pitfalls of poor practice. For example we can review your recruitment process and help develop management skills within your organisation for interviewing and selecting the right candidate for the job. We can also review your contracts of employment and perform equality audits. Find out more.
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