520 Recruitment and Selection
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Unit 520 - Recruitment and selection within health and social care or children and young people’s settings
1.1 When recruiting staff there are legislative requirements that must be followed, and these laws are implemented to ensure that the recruitment process is;
• equal and fair
• people are not discriminated against on the grounds of age, sex or race
• applicants have the right to work in the UK
The recruitment process is a minefield and employers have to be mindful of getting the process right, from the advertising stage to the final selection as the consequences could be costly for the organisation.
Advertising stage:
When a new staff member is required, I as manager would probably place an advert in the Job Centre, a local newspaper or a Job website. When doing so, I would have to ensure that the wording of the advertisement does not discriminate against anyone on the grounds of age, race or sex, in any way. This would include positive or negative wording, e.g. ‘Keen young girl’, would be both ageist and sexist, whilst ‘Only British citizen’s need apply’ would be racist. I should also ensure that any advertisement that I place, does not break the law. An example of this would be advertising a job with a salary of £2.50 an hour as this would be contravening the minimum wage law, as would advertising a job where employees were expected to work for more than 6 hours without a break.
Interview stage:
During the interviewing process, although it is considered necessary to find out as much as possible about the applicant, the following should be kept in mind;
• I should not use any sexist comments, even if they are said jokingly
• I should not ask leading questions such as; ‘Are you planning on having children?’
• I must treat people equally and avoid personal bias
• I should try to judge a person’s suitability for a role from their skill base and experience
• If a disabled person applies for a job then, I should ask questions about how I can help...
1.1 When recruiting staff there are legislative requirements that must be followed, and these laws are implemented to ensure that the recruitment process is;
• equal and fair
• people are not discriminated against on the grounds of age, sex or race
• applicants have the right to work in the UK
The recruitment process is a minefield and employers have to be mindful of getting the process right, from the advertising stage to the final selection as the consequences could be costly for the organisation.
Advertising stage:
When a new staff member is required, I as manager would probably place an advert in the Job Centre, a local newspaper or a Job website. When doing so, I would have to ensure that the wording of the advertisement does not discriminate against anyone on the grounds of age, race or sex, in any way. This would include positive or negative wording, e.g. ‘Keen young girl’, would be both ageist and sexist, whilst ‘Only British citizen’s need apply’ would be racist. I should also ensure that any advertisement that I place, does not break the law. An example of this would be advertising a job with a salary of £2.50 an hour as this would be contravening the minimum wage law, as would advertising a job where employees were expected to work for more than 6 hours without a break.
Interview stage:
During the interviewing process, although it is considered necessary to find out as much as possible about the applicant, the following should be kept in mind;
• I should not use any sexist comments, even if they are said jokingly
• I should not ask leading questions such as; ‘Are you planning on having children?’
• I must treat people equally and avoid personal bias
• I should try to judge a person’s suitability for a role from their skill base and experience
• If a disabled person applies for a job then, I should ask questions about how I can help...