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How Recruitment Works

Published 09 December 2019

The work needed to get recruitment right

With research revealing that a high number of job applicants admit lying on their CV getting the recruitment process right is crucial.

Recruitment is all about appointing the best person for the job. An effective recruitment process is invaluable. As most employers will acknowledge, finding good, dependable talent can be extremely difficult.

The process should find and appoint the best candidate with the skills most suited for an organisation. It will inevitably save time and money in having to replace and train new people.

A report from the Recruitment & Employment Confederation (REC) found that a third of companies believe hiring mistakes cost nothing.

But a poor hire at mid-manager level with a salary of £42,000 with the cost of a wasted salary, wasted training, recruiting and training a new employee, lost productivity of employee and team and staff turnover can cost a business over £132,000 (1)

How the recruitment process works will depend on the size of the employer but each one will have a formal process that it adheres to, so that it can attract and hire new employees.

Before deciding to employ an applicant for a vacant position an employer will go through a step-by-step process, which has three important stages: planning, recruitment and employee selection

Now, more than ever, there is a greater emphasis on getting these stages of the recruitment process right. A CV is often crucial in the recruitment process, but can they really be taken at face value?

A previous study by hiring app Job Today found that of the one thousand jobseekers it quizzed almost one in three (38 per cent) have lied on their CV at least once, with almost a quarter of all those questioned (24 per cent) admitting to doing it on a regular basis (2)

For an employer the ramifications in making an appointment after falling for a deceptive CV can be costly.

A 52-year-old man, who claimed on his CV to have trained as a doctor was appointed by an NHS Trust. He reportedly swindled £350,000 by lying about ‘almost everything’ before it was discovered he was not a qualified doctor. He was later jailed for five years (3)

There are a series of steps in the recruitment process that should help to ensure and employer hires the right person for the job.

Some employers will use recruitment agencies, who with both employers searching for talent, and professionals who are on the hunt for career opportunities. (4)

Other recruitment methods include the use of social networking sites and LinkedIn, listing jobs online and more old-style methods such as wanted ads in newspapers.

There has been a growing trend in recent years for employers to use applicant tracking systems, a software application that enables the electronic handling of recruitment and hiring needs by sorting and filtering candidates in order of suitability. (5)

The interview is an opportunity for an employer to assess the individual’s personality, competencies, capabilities, achievements and career ambitions.

Reference checks should be carried out and the candidate can be offered a job dependent upon the results of the checks, or they may be carried out prior to a job offer being made.

A YouGov survey in 2017 revealed that 70 per cent of employers are likely to check a candidate’s social media profile and what they find can help to decide whether or not they get the job. One in five employers had turned down a candidate due to something they had seen on social media (6)

The recruitment process should be reviewed to check that it is effective. Once it has been completed the final stage should be to assess how successful it was and what, if anything needs to change.


(1) Wages – [Internet] [Cited 09.12.19]

(2) Hiring through job application – [Internet] [cited 9.12.19]

(3) Lying on a Job Application – [Internet] [cited 9.12.19]

(4) Recruitment Agency –[Internet] [Cited 9.12.19]

(5) Electronic Recruitment –[Internet] [Cited 9.12.19]

(6) YouGov survey – [Internet] [cited 9.12.19]


“A reputation built on success”

For free employment law advice or if you are affected or want information and support by any of the issues in this article please give us a call. 0333 772 0611


A reputation built on success

For employment law advice or if you are affected or want information and support by any of the issues in this article please give us a call. 


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