According to Bratton and Gold (2007) ‘recruitment is the process of generating a pool of people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements’. As we have seen before, good recruitment is vital to organisations ensuring that the right people, with the right skills and abilities are hired for the rights roles, at the right time so that short, mid and long-term business performance and objectives are met. Effective recruitment and selection entails more than just filling vacancies, it is also impacted by legislation and therefore organisations must ensure that a lawful process is implemented, and that inclusion and diversity as well as fair and equal opportunities are offered to all potential candidates.
There are several pieces of legislation that employers should carefully consider when undertaking recruitment activities. As pointed out by Taylor and Woodhams (2013) ‘under the Equality Act 2010, all employers have a legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of what is know as a protected characteristic.’ Race, sex, age, sexual orientation, religion or belief, marital status, gender reassignment, disability, maternity / pregnancy and nationality are all covered under the Act. Employers should therefore actively avoid making any negative decisions based on any of the above and thus make the necessary arrangements to prevent unlawful discrimination happening in their workplace. This could start with regularly reviewing the language used in job adverts to avoid any discriminatory language is used. Adverts should also be published via a range of different platforms aimed at diverse audiences. The same consistency should be applied to the job description and person specifications given to prospective candidates. Further down the line, interviews should be conducted by a panel of more than one person using the same, prepared in advance questions and all hiring managers should be thoroughly trained. Being able to make ‘necessary’ adjustments and offering alternative application options for disabled candidates is also encouraged. With the upcoming GDPR taking effect on May 25th, it is essential that the principles set out by the Data Protection Act 1998 are applied and that candidates’ personal information and ‘sensitive’ data is used and stored suitably by hiring businesses. At Centaur, clear guidelines exist and candidate information such as CVs is automatically discarded after 6 months. Notes are systematically made during the recruitment process to ensure transparency. The information recorded could also be disclosed to candidates as part of a subject access request.


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