1. Draw up a job description and person specification so everyone knows what the job is and the ideal person to do it.

2. Shortlist according to the person specification – using the job related criteria not whether you like the applicant’s name and their hobbies.

3. Build a structured interview process for all applicants for consistency and to avoid discrimination.

4. Structure in an ability test, as a minimum, as well; the candidates may perform well at interview, but how well will they do the job.

5. Provide a structured, managed induction and issue a contract of employment within eight weeks of start date.

Sandra Beale, SJ Beale HR Consult
www.sjbealehrconsult.co.uk