Recruiting an employee: A step-by-step guide
Recruiting an employee - Step 4
Interview and offer the job
- Interviews should, where possible, be conducted by more than one person, again to avoid unintended bias.
But, again in a small business, you may have to do the interviews on your own.
It is also advisable to have set questions to probe candidates' skills, and help you measure their answers.
- When carrying out interviews, you should make sure that you:
- are not interrupted by visitors or telephone calls
- ask 'open ended' questions that cannot be answered by a 'yes' or a 'no'
- do not ask questions which may be considered discriminatory.
- Once you've decided who you want, send out a job offer letter. Remember, you are now on the verge of entering into an employment contract, a legal arrangement. It should set out:
- the job title and offer of the job
- any conditions applying to the offer
- the terms - including salary, hours, benefits, pension arrangements, holiday entitlement and place of employment
- start date and any probationary period
- what the candidate needs to do to accept the offer, including satisfactory references, or decline it.
- If the letter is to be the employment contract, or part of it, it should say so and include the main terms and conditions. A Written Statement of Employment Terms and Conditions must be given to the employee within two months of them starting work.
Make a note
- Before the interview, make a list of the questions you want to ask. Keep all notes, including any made during the interview. They will help you to sift the applicants fairly.
- Be prepared to give reasons for rejection to unsuccessful candidates who ask.