How to vet candidates ethically and ensure a fair recruitment process

How to vet candidates ethically and ensure a fair recruitment process

This is the third in a series of articles of recruitment tips for company leaders, particularly those new to hiring. The full series can be found at monarc­hper­sonnel.­com.

Recruiters must be committed to vetting candidates fairly. This means using the same criteria for all, based on the job description.

You must have a clear vetting process in place and understand what the measures are for each stage, using a screening checklist. If this sounds daunting fear not, this article will walk you through the stages you should work to, so that all your candidates are treated fairly.

Stage 1 – vetting CVs and covering letters

The focus here is on the essential requirements needed to do the job, not what is desirable.

  • To avoid making subjective comments on interview notes, it is advisable to use a scoring system that scores candidates against each essential criterion.
  • If you have access to personality profiling to consider the team and culture fit of the candidate, this is the time to use it. At Monarch we believe in recruiting on mindset where personality profiling is a helpful tool.
  • Should you have multiple candidates that score highly on essential skills, you can then use a secondary scoring mechanism to assess more desirable qualities.

Stage 2 – the interview

It is vital that all candidates are treated equally in the interview process. You should therefore have set processes and logistics in place, rather than winging it when they turn up!

  • ​All candidates are entitled to a warm welcome. In fact, it is a crucial part of attracting the right employees. Decide who will greet all applicants, take them to the interview room and offer them a drink, and likewise who will thank them for coming and lead them to the door after the interview.

If a member of the team the applicant might join can welcome the candidates and lead them back out, all the better.

  • Ideally, all interviews should be conducted by the same person or panel for consistency. It’s good to have at least two people hosting the interview for a broader perspective.
  • Before the interview you should use personality profiling to prepare if it’s available. This will give you a clearer under­standing of the applicant’s character.
  • Prepare a list of interview questions based on the role. If you are using personality profiling, include questions around the team fit and culture fit. This way you can see if the profile results support the answers provided by the candidate.
  • Always give the applicant a chance to ask questions. It is surprising what you can learn about a person based on the questions that they ask.
  • As with stage 1, it is advisable to adopt a scientific approach by developing and using a scoring system to assess the suitability of the candidate. Using the same mechanism for all applicants will remove any subjectivity and unconscious bias.
  • Things to consider adding to your scoring system
    • Do the candidate's skills and experience at the interview match those on their CV, and are those skills right for the job?
    • What skills still need to be taught and how long would this take?
    • How would this person complement the existing team?
  • Involving everyone who met the applicants in the decision-making process will give you compre­hen­sive feedback and results.­  It is also surprising what you can learn about a person in the meet and greet or the “thanks for coming” walk.
  • Remember to check eligibility to work docum­en­ta­tion at the interview, along with all quali­fica­tions and licences needed to do the job.

Stage 3 – the decision

The candidates have done their bit, now it’s your turn. Once you have decided on the ideal candidate and verified their docum­en­ta­tion, you are in a position to make an offer.

There are so many criteria for you to consider when deciding who is to be offered the job: diversity and inclusion, ethical values, skills etc. If you don’t use personality profiling as part of your recruitment process, why not talk to Monarch Personnel to determine why we look at mindset first? Skill can be taught, but natural character is key in pressurised work situations. That's why we always advocate ‘Mindset Matters’.

Look out for the next article

Our fourth article in this series will be published this Friday 18th June. We will be interviewing Monarch Personnel Director, Pamela Steed, on the good and bad experiences of a career in recruitment. You won’t want to miss that!

In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedInTwitter & Facebook, or visit our website www.­monarc­hper­sonnel.­com.

Posted in Help & advice and tagged #ethicalrecruitment #leadershiptips #recruitment on