No matter how much your company needs them, recruiting a new employee costs time and money that small businesses cannot always afford.  Choosing the wrong person can be disastrous. Organisations should also be aware they have a legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of sex, race, disability, age, sexual orientation and religion or belief, pregnancy, maternity, marriage and civil partnership and also gender reassignment.

Here are 7 ways to help increase your chance of finding the right person, the first time. 

Write the job description and person spec first.
Before you start looking for somebody you need to know exactly what you need them to do and what skills you are looking for.

Choose the best place for your job advert. 
Decide where to place you ad, do the people who are most likely to  fill your requirements read the local paper, or do you need to target  a more specific publication or website?

Create a shortlist for interview.
Having prepared your job description already compare the CV s to see whether they match your criteria.  Positives to look for are people who have tailored their CV to match your company and those that  have knowledge about your company.

Prepare for the interview.
Read the CV again and look for any gaps or interesting info that you  want to ask them about. Be prepared, welcoming and professional. You will have some standard questions to ask all and others tailored.

Help bring out the best in the candidate.
A welcoming atmosphere gives them an opportunity to relax. Ask open questions and encourage them to talk. 

What to look for in an interview.
Besides evidence of relevant experience there are other ways  interviewees will stand out. Are they passionate and interested?
Do their personality and ethics make them a good fit for your company.

Do not rely on gut instinct.
Often you will know who you want to hire. Be thorough with skills tests and background checks to back up your choice after interviews.
Is an assessment centre required to help you find the right candidate?

Whether you need support with part of the process or if you need somebody to manage the whole recruitment process for you, then Diversity Business Services can offer you the solution.  


The term induction is generally used in a workplace context to describe the whole process whereby employees adjust to their new job and working environment. As part of this process, ‘orientation’ can be used to refer to a specific course or training event that new starters attend, and ‘socialisation’ can be used to describe the way in which new employees build up working relationships and find roles for themselves within their new teams. 

Every organisation, large or small, should have a well-considered induction programme. It should provide all the information that new employees need, and are able to assimilate, without overwhelming or diverting them from the essential process of integration into a team.
The length and nature of the induction process depends on the complexity of the job and the background of the new employee. One size does not fit all - a standardised induction course is unlikely to satisfy anyone.

Diversity Business Services can work with you to produce an Induction that is relevant to you and your employee. 

Human Resources

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How do you find the right person, How do you comply with the law? Where do you start? We help you get the right people and unravel the regulations.

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