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
XpertHR would greatly appreciate your help with our research to investigate key recruitment trends among employers.
An employer that discovers that an employee no longer has the right to work in the UK, or that immigration permission is due to expire, needs to take action to avoid criminal and civil penalties.
We discuss how employers should deal with a situation in which an employee no longer has the right to work in the UK.
We discuss how employers should deal with the situation when an employee no longer has the right to work in the UK, while complying with their employment law obligations.
As Theresa May rejects the idea of a points-based immigration scheme for EU workers, employers continue to face uncertainty as to the long-term impact of the Brexit vote on UK employment laws. We provide a practical checklist to help employers prepare for the UK's departure from the EU.
Practical guidance on dealing with the situation in which an employee no longer has the right to work in the UK, including guidance on avoiding illegal working, fair dismissal, the 28-day grace period and the Home Office employer checking service.
It is common practice for employers to provide references for employees and ex-employees, but there are risks involved. We outline eight things every employer should know before they give a reference.
An employment tribunal has held, in McCann v Snozone Ltd, that the employer must pay a job applicant damages of one month's salary for breach of contract by withdrawing a verbal job offer that the applicant had accepted.
An employment tribunal has awarded a claimant damages for breach of contract where he verbally accepted a job offer made by the employment agency acting for the employer, and the employer subsequently withdrew the offer.
HR and legal information and guidance relating to selecting staff.