Yet recruitment isn’t easy. Myriad rules and regulations apply as to who and how a business can recruit which, if ignored or interpreted incorrectly, can have dire results. This is why industry experts advise recruiting managers not to use social media profiles as a screening tools, as rejection on the basis of something seen on Facebook or Twitter can amount to discrimination claims.
Instead, businesses should use tried and tested employment screening methods which fairly determine who the best candidate is against the requirement prescribed in a job description and/or people specification. These documents should be created before the vacancy is advertised.
The application form is the most popular and commonly used screening tool. On it, the candidate can list their previous employment dates, key achievements, academic credentials and any other questions as the business sees fit. From this, the recruiting manager or HR team can check whether or not the candidate possesses the required skills for the job and if their experience matches that which is sought.
From the information on this form, references can be procured and while the information provided legally these days is sparse, the reference should confirm the dates of employment.
Should the role or industry necessitate, financial and police checks can be obtained. For example, those working in financial services may need to clear FSA regulations and those working with children will need a criminal record background check.
Testing is a great way to check for practical skills. If candidates are required to have a minimum standard of maths or English, then numerical and verbal reasoning tests can determine their ability.
Experts recommend creating a screening map, which determines the level of screening required for particular roles to ensure that only necessary information is gleaned from the checks. For example, the candidates for an office junior role would not need to be subjected to the same checks as someone applying for a director role. Keep the checks appropriate for the role and maintain consistency within that role.
If in doubt, there are many companies to whom a business can outsource their recruitment needs, including screening.
