Interviewing: Choosing the Successful Applicant
Choosing the Right Applicant
After all interviews, you may have made a decision who you want straight away. If not, you may want to bring a select few back for a second interview. This will involve asking more/different questions to help you decide. The person you find most interesting can be the best option and training could make him/her capable of doing the job beyond someone who is presently more experienced.
When you have made your final decision, its time to offer the job. Remember that the person could always reject the offer so don’t contact all those unsuccessful until you have a solid acceptance. Make the offer conditional (in writing) based on those things necessary (health, references, etc). This will form part of the contract and could turn against you if you fail to do so.
Legal Rights
The contract between you and the employee is something that won’t be new to you if you already employ staff. The contract needs to be written and must include payment details, hours of work, pension scheme, holidays, job description, disciplinary and grievance procedure, and notice period.
This contract will then be valid for the duration of the employment or until a new contract is agreed and signed.
Within the first year of the employment, you have the right to dismiss the employee as long as it isn’t discrimination (race, sex, medical, etc). After this period, you can only dismiss the employee on grounds such as misconduct, redundancy, or being incapable of doing the job as long as it is “reasonable”.
Any other reason may cause legal action against you. Breaking the contract for benefit against the employee is also considered as an offence and again, will result in legal action.
Relevant Articles
- Law
- Taking on a New Employee
- Part Time Employment Legislation
- Employee Induction
- Body Language in Business
- The National Minimum Wage
- Employment Links
- Avoiding Staff Theft
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