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To avoid hiring the wrong candidate, use this eight point checklist when recruiting new staff

by , 02 October 2014
The Labour Relations Act (LRA) makes it increasingly difficult for you to dismiss employees. In addition, case law decisions set down numerous extremely stringent requirements for the fairness of dismissals, say the experts behind the Labour Law for Managers Loose Leaf Service.

And that's why you need to adhere to the old maxim: 'Prevention is better than cure', by making sure you hire employees who will work to your standards of behaviour and performance, short circuiting the need for constant disciplinary problems.

You can do this by having sound recruitment and selection practices.

And we'll help you with this.

Use the checklist below when recruiting new staff. It will help you avoid hiring the wrong candidate.

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Keep this checklist handy when recruiting new staff so you can avoid hiring the wrong candidate

  1. Based on your overall business plan for the next three to ten years, analyse and plan the skills you will need and the number of employees necessary to achieve your business goals.
  1. Decide what abilities each candidate, for each job, needs to have (i.e. design the job spec) and draw up your job advert.
  1. Place your job advert in a publication read by a broad cross-section of the population.
  1. Screen the CVs you get against your job spec (remember to take your affirmative action targets into account.)
  1. Get the viable candidates to complete an application form in which they give you permission to check references.


  1. Check all relevant references thoroughly against your job spec.
  1. Interview a shortlist of applicants.
  1. Test the job applicants' skills before appointing them to minimise the risk of poor work performance.
Here's the bottom line: Recruitment isn't an exact science, it's inevitable that now and then you'll choose the wrong person. BUT, using this checklist minimises the risk of hiring the wrong candidate.

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