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EYO's Quick Guide to the Recruitment Process

1. Review the job before advertising - include reviewing the job description and job specification to ensure you are looking for the right candidate.

2. Advertise the job – remember indirect and direct discrimination and always include a closing date for applications. Ensure candidates complete a job application form and not just send in a CV

3. Receive applications – short list candidates against set criteria, which must be linked to the job specification.

4. Draw up interview list – write to candidates to invite them to attend an interview. Make sure you include in your letter date, time, map and some information about your setting. To save time ensure that candidates call to confirm their appointment and if you require them to complete any tests or profiling then this should be clear in your letter.

5. Interview – always prepare the environment, ensuring that it is suitable to conducting an interview and you will not be interrupted. Ask open, relevant questions, which are linked to the job specification. Avoid questions linked to gender, race, religion, disability, and political views, marital statues, age, pregnancy or childcare arrangements.

6. 2nd Interviews – if you are holding second interviews make that known to candidates at their first interview. The second interview could be a working interview or a role play session and it may include further assessments such as written/numerical tests.

7. Final Selection – making your decision should be based on the responses to questions asked at interview and the job specification. Ensure that you carry out the appropriate checks including qualifications, identification, CRB and references. Be careful with references from family members or very close friends.