Editor's message: Filling vacancies can be a lengthy and costing process. Selection involves two main processes: shortlisting candidates, and assessing candidates against the job-related criteria for the role to make a final selection decision.
Selecting the most suitable candidate for the role can make an extremely positive impact on the performance of an organisation, but getting it wrong can be costly and detrimental in a number of ways, for example higher staff turnover and lower employee morale.
There are a wide range of selection tools that organisations can use when recruiting new employees, including interviews and psychometric tests.
Jo Jacobs, HR practice editor
A number of resources have been updated to take into account new Home Office powers to close business premises if it suspects that the employer is employing workers illegally.
Updated to reflect that the Code of Practice on the English language requirements for public-sector workers was issued on 29 November 2016.
With widespread reforms impacting employers in the financial services industry, what obligations will they have on providing regulatory references?
Updated to include information on illegal working closure notices and compliance orders, introduced from 1 December 2016.
Updated to include information on language requirements for public-sector workers in customer-facing roles, effective from 21 November 2016.
Updated to include details of the language requirements for public-sector workers in customer-facing roles, which came into effect on 21 November 2016.
Updated to reflect that, from 24 November 2016, certain changes to tier 2 of the points-based immigration system will take effect.
From 21 November 2016, workers in customer-facing roles in the public sector must be sufficiently fluent in English (or in English or Welsh in Wales). This follows recently published provisions under the Immigration Act 2016.
New English language requirements for public-sector workers in customer-facing roles come into force on 21 November 2016, following the publication this week of provisions under the Immigration Act 2016.
The Equality Act 2010 introduced a ban on pre-employment medical screening before a job offer is made. Six years on, Katie Wooller, a solicitor at Burges Salmon, looks at some of the more difficult issues this raises for employers and HR.
HR and legal information and guidance relating to selecting staff.