The legal issues of recruitment

Searching for the ideal candidate for a role that needs filling isn’t always easy; as I’m sure every recruitment professional is aware. Skills vary from person to person and I think it’s fair to say that each case is judged on its own merits. How do you make sure that you are going to provide your clients with the best staff if you don’t know what their needs really are?

Knowledge is key

Make sure your client is upfront and honest with you about what they want from the outset; this will only come back and haunt you in the long run if you don’t. Don’t be afraid to ask the basic questions such as, what you would/wouldn’t want in a candidate for a specific position. Recruitment requires an awful lot of knowledge and the best way to do so is to know as much as you can from each side. It is the only way that you will be able to put together a well-balanced case.

There is a more than modest difference in someone with a great curriculum vitae, with experience yet unemployed and someone who already works in a field of expertise and knows the ins and outs of how to get the best possible results. How do you make the correct decision on who would be suitable?

It’s a well-known fact in recruitment that there is always going to be more than 2 candidates for the job, however, all of them will possess their own individual skill sets. This means you have to know everything about the candidate. These can sometimes be difficult things such as gaps in their CV, why they’re currently out of work, what they’re good at, what they’re not so good at and how you can effectively pitch these as qualities belonging to the ideal person for the job. Every time you pitch, think of it as a Dragon’s Den scenario; if you don’t know your candidate well enough, you’re running the risk of destroying the whole process.

The legalities

Then there are the legalities behind it; how do you pick the ideal candidate that your client wants without putting yourself in a dangerous position of discrimination. The legal issues are the same for everyone and you must be extremely wary if you are given an advertisement of a job post by a client that mentions they want someone of a particular sex, race or age; there are of course exceptions to this for certain areas of work but on the whole this should be rigorously followed.  Sadly, there will always be people let down when candidates are not successful, but this is not discrimination, they just haven’t matched up in an interview to what a client was requiring. However, it’s important that all potential applicants have the opportunity to apply. Qualifications, skills and experiences are the only thing a client can base their hiring decision on by law.

References can also be a tricky point in question; as you are essentially referring people for positions. I’m sure they will have their own references too but you to have to be balanced when offering out your information. Do not lie on behalf of a candidate, but look at another angle and how if a difficult question about them does come up you can handle it with the upmost integrity.

It can be tricky in the world of recruitment but only the best can balance their skills with those of the client and the selected candidates.

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