Recruitment, selection, and retention are some of the most common HR matters that you may come across in your school or Trust. The recruitment process can be fun and interesting and an all-round positive experience, but often it is automatically perceived as a stressful process. It is important to turn it on it’s head and take the opportunity to identify gaps within the school or Trust and create new or evaluate existing roles that will contribute to the future and success of your school. There is also the opportunity to meet new candidates and bring new and great talent into your school or Trust.
Recruitment in schools and Trusts can be a positive and enjoyable process, but it can also be a lengthy and costly process. If the recruitment process is not followed correctly or errors have been made, this can impact the quality of candidate, the retention of employees and possibly open you up to tribunal claims and additional costs later. So, what are the consequences of poor recruitment and how can this be prevented?
Under The Equality Act, 2010 individuals are protected against unfair treatment and discrimination based on 9 protected characteristics, which are:
- Sexual Orientation
- Pregnancy and Maternity
- Marital Status
- Gender Reassignment,
And the cost of getting recruitment wrong can be:
- Potential tribunal claims
- The cost and time of an unsuccessful appointment
- The quality of service in your school or Trust
- The cost, time, and resources of a further recruitment process
An individual can claim discrimination and unfair treatment at recruitment stage even if they are not employed by the school or Trust. In addition, poor recruitment can open the school to risks if proper recruitment checks and Safer Recruitment has not been followed. You may benefit from watching our webinar recording – Top 10 recruitment consequences. Click here to access and scroll down to select the recording.
To aid you in successful and effective recruitment, a recruitment Applicant Tracking System can help. Attracting and retaining your best talent is important, but to ensure you are complying with your Safer Recruitment obligations and assessing candidates fairly, FACE-Ed guides you through this. Having a system that is easy to access and in one place can change the way you do recruitment. Having all candidate information, recruitment templates and vetting checks stored securely and confidentially can mitigate any risk. FACE-Ed tracks DBS checks, right to work documents and references, which are the most important parts of recruitment in a school. FACE-Ed will prompt you on checks and gaps that need complying with, such as employment gaps and this can be the key to a successful recruitment process. The software is designed to do all the hard work for you and allows you to follow a process that fits in with the goals and cultural of your school or Trust whilst reducing administration and helping you to be compliant. For further information regarding our FACE-Ed software, please take a look at our features or book a demo at a time convenient for you.