Consider holding interviews at more flexible times to suit potential employees, outside of the traditional Monday to Friday 09.00 – 17.00. Ask short-listed applicants if they have any specific requirements to enable them to attend interviews.
Using behavioural rather than competence-based questions helps to ask the right questions to draw out the qualities and values needed for the role.
Our practical Values-based interviewing seminar explains what values-based recruitment is and teaches you how to do this. You’ll learn a specific interviewing technique and develop the skills to uncover candidates’ personal values.
Think about how different methods could be used to get to know potential recruits, such as informal meetings over coffee, webchats or social media to discuss vacancies.
Our 'Safe and fair recruitment guide' supports social care employers to understand their legal rights and responsibilities when carrying out criminal record checks. It helps you to implement safe and fair recruitment policies and procedures.
Our 'Eligibility to work in the UK checklist' includes the evidence needed to prove a person has the right to live and work in the UK. Employers could face a civil penalty if they employ illegal workers and haven’t carried out a correct right to work check.