The Recruitment & Employment Confederation is the membership organisation dedicated to improving recruitment practice in the UK.
We do this by setting standards for recruitment businesses and by improving the knowledge and professionalism of individual consultants.
We have produced this guide to help employers recruit and keep the right people for their businesses.
But the REC always recommends using an appropriately qualified professional to help you employ the right people.
There are some basic questions you should ask yourself before starting the recruitment process.
What is the most efficient and cost-effective way of recruiting the right person?
Should I advertise the role or use a recruitment agency?
What sort of contract should I use to fill this job role? Do I need someone on a temporary basis, a fixed term contract, or permanently?
What should I be looking for in a CV?
What are my legal obligations when recruiting staff?
Be aware that specifically requesting extensive experience, or ‘dynamic’ candidates may violate the 2006 Age Discrimination Act. Advertising language needs to be carefully crafted not only to refrain from excluding applicants based on age, but also to avoid suggesting that a particular age group would be better suited for the job than another.
Keeping up to date with your legal obligations when recruiting is extremely important. Employment law is constantly changing to reflect the evolving economy and the workplace. As an employer in the UK, you are subject to a complicated series of responsibilities, requirements and legal obligations to employees, potential employees and jobseekers.
If you are recruiting permanent staff, you must consider:
If you are recruiting temporary staff or contractors to work for you through a recruitment agency, you must consider your relationship with the agency itself. You need to check the hiring process for new staff and you need to understand the Agency Workers Regulations (new laws that came into effect in 2011). Failure to fully understand and follow the law - even by accident - can lead to fines and other punishments.
When placing temporary workers at your organisation, recruitment agencies have a responsibility to:
Check the health and safety of the workplace
Take up references for the candidate
Give you all the information relating to the candidate that may be relevant.
If you decide to use a recruitment agency, using an REC member agency ensures that your whole recruiting process adheres to all legal requirements and best practice.
REC members must prove that they are fully compliant with the law and must abide by a Code of Professional Practice.
It is also a condition of membership they have a complaints policy and procedure in place, and member agencies are subject to the REC’s disciplinary and complaints procedure if the agency fails to live up to its promise under the Code.
Search for an REC member specialising in your sector using the Member Directory.