Recruiting new staff can be an exciting process because it is evidence your business is growing and you need more help. But avoiding discrimination doesn’t just apply to existing employees and you have a duty to actively avoid discriminating against anyone as you run through the recruitment process.
If you’ve never had to interview someone before you might think you can wing it. After all, you know the business really well so what’s the problem? Equally, if you’ve conducted lots of interviews, you’d be forgiven for thinking you don’t need to prepare – you’ve done it all before countless times so there’s no issue, right?
Workplace politics and a toxic culture could be harming your business more than you think. In our recent report on the culture economy, we found that poor company culture is costing the UK economy a massive £23.6 billion per year.
No matter how robust the recruitment process, it is all too easy to employ someone who underperforms or simply doesn’t fit the organisation. Having a probationary period gives you the opportunity to assess suitability for a role. You could find, a few weeks into the relationship, that the employee isn’t able to deliver the performance or doesn’t have the skills promised at interview, has poor attendance or timekeeping or just doesn’t fit in terms of company culture or personality.
Company culture is a fundamental part of your organisation and getting it right is crucial to your long term success. It tells your staff how to behave, how to treat their jobs and how things are done in your business. Company culture covers your company vision, ethos, values and beliefs. That can be quite hard to quantify but it’s there, and communicating it to your staff and customers is something you should undertake proactively.
When Hugh Laurie played mercurial American doctor Greg House regularly he often said: “Everybody lies.” He might have been exaggerating but he wasn’t entirely wrong. Not everyone lies, but there are those who do and those who massage the truth to present themselves in a more positive light. And, while you may have found the ideal candidate for a role in your company, you’ve only just met them, you don’t really know them, so how do you know everything they’re telling you is the truth?
Your staff are one of your best assets and with the right team behind you, your business will thrive. But high employee turnover can kill your company if you’re not careful, damaging morale, reducing productivity and negatively affecting your bottom line.
You’ve posted the job ad, whittled down the pile of CVs on your desk and created a shortlist of your favourite candidates. Now it’s time to conduct the face-to-face interviews but what questions should you ask? How can you get to know a relative stranger in such a short period of time? Should you involve others in your company in the interview process and what questions should you ask?
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