Square peg, round hole? 
The staff recruitment process is crucial to the success of your business

We're all guilty of making the wrong choices at times.  But employing the wrong person can be time-consuming and expensive, especially if you've incurred agency fees or recruitment advertising costs.  Most importantly, it can damage your business. 

We'll help you to create fair recruitment and selection procedures that will help sort the wheat from the chaff. 

Keep it Legal...  Get it Right

Our recruitment processes are designed to help you recruit fairly, to comply with the Equality Act, and to attract and recruit the right people for the job.  

Our Recruitment Support Service includes:

  • Defining the role and duties involved
  • Writing job descriptions and person specification
  • Drafting & placing recruitment advertisements online and in relevant publications
  • Preparing interview shortlists
  • Scheduling interviews
  • Advising unsuccessful applicants
  • Producing interview matrix to measure candidates' suitability against fixed criteria
  • Checking references*
  • Verifying qualifications*
  • Notifying unsuccessful candidates

CV Sifting  & Shortlisting Service


We also provide a standalone CV-Sifting and shortlisting service.

We'll respond to successful and unsuccessful candidates on your behalf, and can send out information packs and manage interview scheduling.

Checking References & Verifying Qualifications*


You'd be amazed how many candidates lie on their CVs.  And you can't necessarily rely on their LinkedIn testimonials either... they could well have been written by a friendly colleague and not represent the previous employers' views.

Job Offers* & Contracts of Employment

It doesn't stop there...  When you make your final selection, we can help you with provisional job offers and contracts of employment. 

It's important to word these carefully so that you don't inadvertently create a legally binding contract that you can't rescind if, for example, references don't stack up.

Staff Retention & In-House Recruitment

You could already have an amazing amount of talent right under your nose.  So don't forget to develop your existing staff and to provide them with new opportunities. And remember that a little TLC goes a long way, so build this into your procedures!

* A few words of caution

  1. You need candidates' permission to take up references and to process their data, so build this into your recruitment procedures.
  2. Anything promised verbally is contractual, so be careful what you commit to at interview stage and during subsequent conversations.  Avoid making  promises or implying benefits and be sure your managers are aware of this pitfall.
  3. Don't give any indication of interview success - not until you've met all candidates.
  4. Avoid creating inequalities or salary disparities within your team, either during recruitment or subsequently. This also applies to temporary workers, so try to avoid favouritism or knee-jerk decisions.
  5. Don't oversell the job!  That would just result in high staff turnover and increased recruitment time and cost.

Contact us:

E: TheBackOfficeUK @ gmail.com

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