Recruitment: undertaking and managing procedures

Recruitment

Approach

Our employment lawyers can assist you with identifying skill gaps and tailoring job advertisements, interview questions and note-taking protocols accordingly to prevent any form of unconscious prejudice.

Through reviewing your recruitment process from both a commercial and legal perspective, we ensure that your interview process does not discriminate any candidates and protects you against possible subject access requests.

Where appropriate, our solicitors can also provide practical training for your recruitment staff, remotely or onsite, to help to avoid discriminatory practices, minimising risk from the outset.

Recruitment

Experience

Our employment lawyers are highly experienced in supporting organisations in ensuring their approach to recruitment is non-discriminatory and that adverts and recruitment packs are designed to entice the best candidates.

We have supported employers of all types and sizes, from owner-managed businesses to global PLCs, in undertaking their shortlisting process, as well as offering practical and in-person support on the interview day. This involves the creation of suitable tasks to encourage applicants to showcase the skills that your business needs.

Our significant experience in supporting employers over a number of decades ensures confidence in recruitment decision making, minimising the risk of what is a complex area of employment law.

Our Clients

We work with

Do you need assistance?

For more information and advice, please contact us on 01332 226 149 or complete the form below.

Knowledge

The latest from our experts

Insight

How should employers deal with subject access requests?

An employee’s right to access data held about them has been a major part of data protection law since 1984, but updates within the 2018 Data Protection Act have

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