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    Recruitment Checklist

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    debbiewalter
    This document outlines a 5-step recruitment checklist for employers to follow when hiring a new candidate. The steps include planning and preparing for the role, advertising the position, handling applications, interviewing candidates, and completing final hiring details such as making a job offer, employment checks, and notifying unsuccessful applicants. Employers can use this template to guide them through the recruitment process.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    Recruitment Checklist

    Uploaded by

    debbiewalter
    70 views5 pages
    This document outlines a 5-step recruitment checklist for employers to follow when hiring a new candidate. The steps include planning and preparing for the role, advertising the position, handling applications, interviewing candidates, and completing final hiring details such as making a job offer, employment checks, and notifying unsuccessful applicants. Employers can use this template to guide them through the recruitment process.

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    This document outlines a 5-step recruitment checklist for employers to follow when hiring a new candidate. The steps include planning and preparing for the role, advertising the position, handling applications, interviewing candidates, and completing final hiring details such as making a job offer, employment checks, and notifying unsuccessful applicants. Employers can use this template to guide them through the recruitment process.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    70 views5 pages

    Recruitment Checklist

    Uploaded by

    debbiewalter
    This document outlines a 5-step recruitment checklist for employers to follow when hiring a new candidate. The steps include planning and preparing for the role, advertising the position, handling applications, interviewing candidates, and completing final hiring details such as making a job offer, employment checks, and notifying unsuccessful applicants. Employers can use this template to guide them through the recruitment process.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 5

    Outline of a recruitment checklist

    This checklist gives a brief overview of the steps to follow in recruiting a


    candidate. Employers can adapt this template to their needs. Find out
    more about hiring someone at www.acas.org.uk/hiring-someone.

    Find more template checklists at www.acas.org.uk/templates-for-


    employers.

    Name of vacancy/new job (delete as appropriate):

    Number of vacancies/new jobs in the particular role (delete as


    appropriate):
    Planned start date/s of new recruit/s (delete as appropriate):

    Step 1 - Plan Task done by Date Notes


    Identify staff needed:
    Where, why and plan
    for the future

    Step 2 - Prepare Task done by Date Notes


    Consider whether
    any of the aims of
    the job have
    changed, and how
    this may affect
    factors such as the
    skills required and
    work flow

    Compile documents
    for the vacancy:
     Job description
     Person specification
     Job application form
     Equality & diversity
    monitoring form
     Job offer letter
    template /Written
    Statement of Terms
    and Conditions of
    Employment
     Information about
    the employer

    Decide whether
    candidates will be
    asked for references
    and at what point –
    the shortlist stage or
    when offered the job

    Make sure you


    understand the rules
    about hiring someone
    from outside the UK
    – these changed on 1
    January 2021
    Step 3 - Advertise Task done by Date Notes
    Before drawing up
    the job ad, decide
    factors such as how
    candidates should
    apply, who will sift
    applications and the
    rate of pay

    Choose where to
    advertise in at least
    two different
    channels

    Compile the job ad,


    carefully ensuring the
    wording is not
    discriminatory

    Step 4 – Handle Task done by Date Notes


    applications
    Send ‘application
    pack’ to applicants –
    this would usually
    include:
     application form
     job description
     person specification
     equality & diversity
    monitoring form
     information pack
    about organisation

    Using the job


    description, person
    specification and
    application forms, at
    least two people
    trained for the task
    should objectively
    draw up a shortlist of
    candidates for
    interview and/or
    further assessment

    Invite shortlisted
    candidates for
    interview/
    assessment, and ask
    whether they need
    any ‘reasonable
    adjustments’, often
    called ‘access
    requirements’, for
    any part of the
    recruitment process

    Get ready for the


    interviews, to be
    conducted by more
    than one person
    trained for the
    task:
     plan questions to
    probe skills and
    qualities essential
    for the job
     decide how
    candidates’
    answers will be
    scored
     anticipate
    candidates’
    questions and
    have the info
    ready
     plan any selection
    tests/
    presentations etc
    and how they will
    be scored
     let the candidates
    know what they’ll
    be asked to do,
    and if they need
    to prepare
    anything before
    the test or
    interview
     book a private
    room which will
    not be interrupted
    by telephone calls
    or visitors

    Conduct the
    interview:
    • welcome the
    candidate and give
    them a little time to
    get their own
    materials to hand
     briefly outline the
    job and the
    organisation, then
    move to the first
    question
     ask questions which
    cannot be answered
    ‘yes’ or ‘no’. They
    usually begin with
    ‘what’, ‘why’, ‘when’
    or ‘how’
     do not ask for
    personal
    information or
    personal views
    irrelevant to the
    job, or potentially
    discriminatory
    questions
     do not ask health-
    related questions
    before making a job
    offer
     listen and make
    brief notes on key
    points
     keep to the time
    frame for the
    interview, but allow
    for the candidate’s
    questions
     tell the candidate
    when they can
    expect to hear from
    the organisation
     explain that a job
    offer to the
    successful candidate
    will be subject to
    pre-employment
    checks – including
    immigration checks
     ask the candidate if
    they have any
    questions about the
    job

    Select the best


    candidate for the job
    using the scoring
    method decided
    earlier in Step 4

    Step 5 – Complete Task done by Date Notes


    final details
    Send the successful
    candidate a job offer
    letter and explain
    pre-employment
    checks will have to
    be made

    Make pre-
    employment checks
    such as the
    candidate’s right to
    work in the UK and
    references. See the
    template, Outline of a
    pre-employment
    checklist

    Resolve any
    employment contract
    queries

    Before the recruit


    starts their new job:

     give them their


    Written Statement
    of Terms and
    Conditions of
    Employment
     remind them where
    to find out about
    the organisation’s
    procedures and
    policies

    Write to unsuccessful
    candidates and give
    carefully considered
    feedback if requested

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