Policy Instructions Form – Recruitment Policy

Organisation Name:

Person Responsible for Policy:

Job Title of Person Responsible for Policy:

Email Address of Person Responsible for Policy: *

Select those to include:

Identifying a need to recruit: Once we have identified a need to recruit, approval will be sought from the relevant manager / director
Preparing a job description: We will prepare a full job description and a person specification or review any existing documents for the position. These documents will include the key criteria we are looking for in any applicant and will help us to prepare job adverts
Internal recruitment: We will consider whether to open the vacancy to internal applicants before advertising externally
Receiving applications and shortlisting: We will look at all applications received and shortlist candidates. We will only consider information submitted as part of the application process when making decisions on shortlisting. We will not look at any online profiles which may exist or seek personal comments from any shared contacts. This is to make sure that we treat all applicants fairly and equally
Selection process: The selection process will vary depending on the vacancy. Examples of selection methods which we may use include structured interviews, case studies, presentations and psychometric tests
Offer: We will make any offers in writing

Select those to include:

Provide details of any 'others' below:

Choose from the following:

We have a policy of advertising all vacancies internally before engaging in any external recruitment. If no suitable internal candidate is found, we will look to advertise the role externally
We do not have a policy of looking at internal recruitment before advertising vacancies externally. Internal applicants will be assessed alongside external applicants and will be subject to the same recruitment process
For each vacancy which arises, we will consider the needs of the business and what we are aiming to achieve from the recruitment process. This will involve consideration of whether the vacancy should be advertised internally before any external advertisement

Select those to include:

We ask candidates if they need any adjustments to help them with the recruitment process. We will action any requests made.
Our application forms do not require the submission of any details relating to protected characteristics (such as sex, marital status, age, religion and belief, sexual orientation and disability).
Any equal opportunities monitoring will be carried out and stored separately. Submitted monitoring forms will not be viewed by any person actively involved in the recruitment process for the role in question.
Anyone who is actively involved in recruitment (whether as an interviewer or otherwise) receives regular Equal Opportunities training.
We generally follow a competency-based structure for interviews.
We keep our recruitment marketing techniques under review to make sure that we reach a broad range of potential candidates. For example, we consider advertising using several forms of media.
We ask for Right to Work documentation at the same stage in the recruitment process for all candidates, so we are not influenced by immigration status in making any decision on recruitment.

Should the Policy include a section about unconscious bias?

This is optional but should only be included if one or more of the measures below will actively be adopted.

If the answer above is 'Yes' select those to include:

Provide Equal Opportunities training to those involved in recruitment, which will include training on unconscious bias and how to avoid it
Make sure that recruitment decisions are not made by one individual – to make sure that a breadth of opinion is taken into account and to reduce the impact of any unconscious bias
Standardise aspects of our recruitment processes so that candidates are judged on objective criteria and standards in certain areas

Select those to include:

Employees who have been provisionally selected for redundancy will be made aware of all vacancies existing within the business and will be kept informed should any new vacancies arise.
We have a clear process in place to inform agency workers and those on fixed-term contracts of employment of vacancies which become available with us.

Select those to include:

We will refund all reasonable expenses incurred in travelling to attend any interview or assessment subject to production of valid receipts.
Any expenses incurred in travelling to or attending any interview or assessment with us are the sole responsibility of the candidate. We will not refund any expenses.