Best steps to recruit and select employees and avoid discrimination

A thriving business depends on having professional and motivated employees. Therefore, effectively recruiting staff with the required expertise at reasonable salaries enhances a business's value.

On the other hand, inefficient recruitment and poor selection can lead to various problems, including reduced productivity, interpersonal conflicts, work process disruptions, customer service issues, and long-term costs. Consequently, it is essential for a company to meticulously select, manage, and retain talented employees.

What is recruitment and selection?

Recruitment and selection refer to the processes of identifying the need to fill a new or existing position, outlining its requirements, advertising the role, and choosing the candidate who best fits those requirements.

Recruitment involves searching for and attracting a group of potential employees with the necessary skills and knowledge. This process enables a company to have options when selecting individuals to fill a specific vacancy.

Once the recruitment process has identified a pool of candidates, the selection process determines who is most suitable. This involves conducting interviews and evaluating candidates based on how well they meet the requirements of the position being filled.

Steps in the recruitment and selection process

As the phrase suggests, the recruitment and selection process starts with attracting applicants and concludes with choosing the most appropriate candidate for the position. To secure better hires, specific steps should be taken into account.

1. Obtaining a job order

The recruitment process can begin as soon as a job order has been obtained and this should feature a clear job description of the position the company is looking to fill.

The job description should provide candidates with all necessary details about the position, which may encompass the job title, a comprehensive job description, the required qualifications, the location, and the salary range.

2. Finding candidates

Both active (i.e. those actively seeking a job) and passive (i.e. those not seeking a job) candidates can be sourced in a variety of ways:

• via social media channels

• using online job boards

• surfing an in-house recruiting database

• exploring referrals

3. Screening candidates

This step enables the number of candidates to be reduced by learning a little more about each one of them. Screening can be carried out via phone or video conference and should involve asking applicants about themselves, their experience, and their professional goals.

4. Shortlisting

This step involves selecting several potential candidates (usually three) who will be invited to a face-to-face interview.

5. Interviewing

A face-to-face interview provides the chance to understand the candidate more thoroughly, such as by observing their body language. Throughout the interviews, it's crucial to evaluate each candidate according to their knowledge, education, and skills.

6. Testing

Completing a job-fit test may require 30 to 60 minutes. The test should include a set of questions that the candidate must answer truthfully. Additionally, a background check should be conducted for each candidate, and reviewing references is recommended to verify the provided information and gain insight into the individual's character.

7. Extending the job offer

After a candidate has been chosen and allowed some time to decide, they might try to negotiate the salary. However, if they choose to decline the job offer, the company will have to restart the recruitment and selection process.

During the recruitment process, specific employment laws should be considered in order to avoid any acts of discrimination.

How to avoid discrimination in recruitment

Discrimination refers to the prejudiced and unequal treatment of an individual due to a certain characteristic (age, disability, gender, race, religion, etc.).

Unfortunately, discrimination in hiring is a real problem, and it is important to avoid this to create a positive environment within the company. Furthermore, if you open up the vacancy to all potential candidates, you will have a far better chance of finding the ideal person for the job. Here are some tips to follow to avoid discrimination:

1. Provide a clear description of the skills required for the candidate

A candidate must comprehend the necessary skills for the job and the associated responsibilities. When outlining these, it's crucial to ensure they are attainable by individuals from diverse backgrounds. Additionally, it's important to distinguish between "essential" and "desirable" skills.

2. Publish a balanced job advertisement

Refrain from using language that could be interpreted as discriminatory, and avoid any wording that might seem limiting. Focus solely on the necessary skills for the position. If there are specific job requirements, ensure they are clearly outlined. For instance, if the role involves working in a single-gender environment, it is essential to communicate this clearly.

3. Throw away prejudices when selecting candidates for the interview

Avoid allowing stereotypes to affect candidate selection. Consistency is crucial in decision-making. To ensure the company chooses from a diverse talent pool, diversify the platforms used to source applicants.

4. Create a set of questions for each interview and have a colleague review them

Formulate the necessary questions, ensuring they are not seen as discriminatory. Every candidate should have an equal opportunity to explain why they are the ideal choice for the position. Refrain from asking direct questions about the applicant's age, disability, religion, and other personal attributes.

5. Make an objective job offer

It is important to place an emphasis on ascertaining if an individual’s skills and knowledge match the required criteria.

6. Always provide feedback

Candidates who are not selected should consistently receive feedback that clearly explains the reasons for their rejection. Additionally, it is recommended to provide them with suggestions for improvement.

By ensuring a first-rate and reliable recruitment and selection process, a company will significantly increase its chances of fostering a positive work environment and motivated staff. Recruitment and selection are two consecutive but different processes that complement each other. The initial phase, recruitment, focuses on attracting and identifying appropriate candidates for the subsequent selection phase, which includes conducting interviews and assessing individuals to select the most suitable candidate for the position.

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