Description

It’s important for me to stress what this book is, and what it isn’t.
This book is a 10-step process which can be used at any level of an organisation. It is designed primarily for front-end positions.
The process will work for team leader/manager and senior manager positions, but when recruiting people at these levels I
always advise the additional step of using psychometric testing.
Yes, it costs money, but as will be seen in Part 2, recruiting the wrong person will inevitably cost more.
This book is not, nor should it be considered, a ‘legislative’ process of recruiting.
Each country has its own laws governing the employee/employer relationship, and before creating an application form, or designing your questions for the ‘tricky’ areas, I would strongly advise that you run these past someone with up-to-date knowledge on the current laws of your country.
In New Zealand, The Employers and Manufacturers Association is a wonderful source of such knowledge and information, and membership is cheaper than risking asking politically incorrect questions or recruiting the wrong person because you didn’t know how to ask the awkward questions.
Because employment law changes regularly, I believe it is advisable for any company to run its recruitment documentation past a legal expert on a fairly regular basis. We are now in the age of the personal grievance!