Recruitment and Selection policy

This policy is included in the Employee Handbook.

The policy outlines activities to be undertaken when recruiting staff on a permanent and temporary basis, and helps to avoid discriminatory actions or claims associated with the recruitment, selection, probation and induction process.

It is advisable for all employers to have a recruitment and selection policy in order to avoid confusion, to clarify each parties role and responsibility when recruiting new staff, to confirm what paperwork will be retain and to prevent claims of discrimination as all UK employers have a legal obligation to avoid direct or indirect discrimination occuring during the recruitment process.

Topics covered in this policy include:

Campaigns, interviews and selection:

Authorisation to recruit.
Recruitment campaigns and vacant positions.
Pre and post interview assessment and candidate selection decisions.

Paperwork:

Application forms, interview invitations and company information packs.
Employment offers and references requests.
Retention of candidate information and recruitment campaign details.

Pre and post employment:

Induction activities
Probation periods.
Permanent employment status or termination of employment.

Note:

Discrimination claims can be made by anyone (even someone responding to a job advert, attending a job interview, or even just sending in an unsolicited CV). Claims can be made on the grounds of sex, age, disability, race, religious or other grounds. Furthermore, discrimination does not have to be direct - if a recruitment policy is likely to penalise women unfairly, it could constitute indirect discrimination.

(To read more about our Employee Handbook click here)