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Avoid Recruitment Fails

by Alison Adkins
Date: Jun 2017

Following an embarrassing recruitment blunder made last month, it has been suggested by HR experts at law firm Clarke Willmott LLP that businesses consider the benefits of providing recruitment training for staff.

An environmental company in Tonbridge was recently in the news after an internal email chain was forwarded in error to graduate Anna Jacobs who was applying for a role with the business. The email was inviting her to attend an interview but when Anna scrolled down further, she saw the rest of the chain which included comments made about Anna labelling her a "home educated oddball" and "a biscuit short of a packet". It continued to conclude that she was "worth an interview if only for a laugh".

The matter has since been resolved but it does highlight an issue with staff involved with the recruitment process who have little or no training in the specialist area. Bex Sinclair, Head of the HR Consultancy team at Clarke Willmott, said:

"Companies would do well to learn from the services industries; the accepted rule that every unhappy customer will tell at least 10 other people. Candidates who have a bad recruitment experience at your business are no different."

Bex, who has 18 years' experience in operational and strategic HR, has put together her top tips on how to avoid HR disasters like this. Some tips include:

Don't Assume: Avoid making any stereotypical assumptions about candidates at any stage in the selection process.
People Spec: Base your decision on whom to shortlist on a detailed personal specification for the role. What skills are essential? What skills are desirable?
Recruitment is PR: Treat all recruitment and selection activity as part of your PR function. That is effectively what it is!
Discuss with an Expert: If you have any concerns about a candidate - talk this through with an HR/Recruitment expert.

Of course, whilst training your workforce in HR and Recruitment might be an ideal solution, it most certainly might not be cost effective. If you lack the time to go through this process, using a specialist recruitment agency such as Swindale Parks is the best way forward. Sales, Marketing & Creative recruitment is what we do, in fact it's what we've been doing since 1991, helping candidates and companies improve their future prospects, offering recruitment solutions designed to suit individual needs.

So, if you need assistance with filling your next vacancy in the Sales, Marketing or Creative field, then give us a call on 0121 585 6079 or email a.adkins@swindaleparks.co.uk to find out how we can help.

 

 

Reference: http://recruitmentbuzz.co.uk/avoid-embarrassing-recruitment-fails/

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