How to hire the best
One of the best ways to maintain an advantage over your competitors is by recruiting the most talented people available. Avoid limiting your choices by developing a diverse workforce.
In today's global market place what distinguishes successful organisations is the quality of people they employ. In order to ensure competitive advantage workforce diversity must be addressed, otherwise talent will be wasted. To avoid this happening it is essential that organisations create an effective and efficient workforce to remain viable and competitive.
As we know the UK has a diverse population representing not just a wide range of customers, but also a wide range of talent and experience. Recognising this, and reflecting it in the workplace makes commercial sense.
All those involved in recruitment and selection must be aware of key areas of legislation in this area. Anti-discrimination law, particularly in relation to selection and interviewing methods and procedures used during the recruitment process is of particular importance. This includes legislation in relation to sex, race, disability, sexual orientation, religion and belief and forthcoming legislation on age. Human Rights legislation under the aegis of the Human Rights Act 1998 (HRA), Data protection and related legislation.
It is important that organisations embrace and promote the principles of consistency, fairness and equality while recruiting a new employee. In doing so the best person for the job role will be recruited. Effective recruitment and selection is usually planned and clear with respect to the knowledge, skills and experience required for the job role. Employers should be encouraged to:
- Encourage people of different working patterns to apply flexible working arrangements such as job sharing, part-time or term time working, home working
- Making reasonable adjustments for disabled applicants and recruits
- Consider where they advertise. Are they currently maximising what talent is out there? Consideration should be given to where employers advertise their vacancies; this could be in the national, local, trade and specialist publications targeted for example at disabled candidates. In addition, employers should consider other methods such as the internet, radio, employment services, local community organisations etc.
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