Having spent the last 15 months providing predominately ‘exit’ advice, I thought it could be timely to remind employers considering graduate recruitment so that they learn from past mistakes and/or oversights whilst20the consequential complications and associated cost are still fresh in some minds.
During the last few weeks thousands of students have graduated. Employers with an eye to the future would do well to consider such talent in the current economic climate. What about the potential benefit of recruiting high calibre graduates who would normally be out of reach? Some very talented graduates are turning their sights away from the City, having changed their expectations substantially. Graduates can prove cost effective whilst providing a fresh approach - a welcome breath of fresh air for those of us who feel world weary at best these days.
You will be wasting your time and theirs if you don’t define what you are looking for in advance of the search. Create a written person specification and a job description. Review these carefully to ensure that they are fair and that they comply with discrimination legislation. These are, in my opinion, two of the most important documents - everything in the recruitment process stems from them.
Draft your advertisement accordingly. Are you going to use an application form? If so, a re the questions on it relevant to the person specification and job description? If not, why ask them?
Selection, interview and further selection. The watch words here are ‘fair’ and ‘objective application’ of the selection criteria from the person specification and the job description. Always interview in pairs where you can.
An offer of employment should always be conditional on qualifications, the candidate’s references and the passing of a probationary period. Always obtain copies of any certificates of qualifications and follow up all references. Check they can legally work in the UK as per section 8 of The Immigration Act 1996 and take evidence of that fact.
Finally, the all important contract of employment: my recommendation is for a six month probationary period with a week’s notice period and a pay in lieu of notice provision. If you are paying for training, please consider making provision for claw back of fees on resignation if within an unreasonable time period. Do you want restrictions within the contract to protect your investment?
If in doubt, take advice to make sure you get the best from your silver lining!
Deborah Boylan is a partner and head of Employment Law at Raworths LLP.
