Bradford City have dismissed their manager Stuart McCall after a run of six successive defeats in all competitions.
This raises the discussion about recruitment processes. Finding the right people for the right roles at the right time is critical to any business. It ensures that the workforce has the relevant skills and abilities for the organisation’s current and future needs. Effective recruitment is not just about filling an immediate vacancy but about having an impact on longer-term issues, such as future skills development, organisational performance and employer brand.
Failure to get it right first time comes with many associated costs such as the time and energy it takes to recruit, possible reputational damage, the burden of having to repeat the process and a detrimental negative impact on employee engagement.
Generally, there are two main stages to the recruitment process, shortlisting and assessment. Throughout both stages the employer should ensure that their selection methods ensure that candidates are treated fairly, without discrimination or bias, and that selections are made based on the candidate’s ability to perform the role, contribute to the organisation and their potential for development.
Once you have recruited the right person consideration needs to be given to how long a probationary period should be…. 3 months, 6 months, 12 months. What is a fair and reasonable time to make an assessment of an employee’s performance. What documents should be used?
Here at Howarths we pride ourselves on providing expert HR and legal advice on all employment law matters including the recruitment and selection process and probationary periods to the SME market and we have significant practical experience in dealing with these processes. In the event that your business requires support in any aspect of the recruitment process then feel free to contact a member of our team on 01274 864999. Further details of all of our services can be found on our website: www.howarths-uk.com