Recruitment Policy Template

Recruitment Policy Template

• Assess the necessity for a new employee. Recruitment can be an expensive and time-consuming process and possible alternatives to appointing a new permanent member of staff should be considered.
  
• Draft a job description and a person specification for the post and agree the salary scale. A job description should contain the duties and responsibilities of the post. A person specification outlines the key attributes the applicant will be required to have to fulfill the demands of the job description. These include necessary skills, relevant experience, qualifications etc. Often these are divided into those qualities deemed ‘essential’ for the post and those seen as ‘desirable’.
  
• Decide the wording of the advertisement for the post and where it should be placed. This should be decided with reference to the particular post being advertised and should ensure that it does not contravene Equal Opportunities’ legislation or good practice. It is useful to be able to state the date of the interviews. Since most organisations do not notify applicants who do not have an interview this at least means that unsuccessful applicants will know then that they have not been invited to an interview.
  
• Agree a methodical and objective process for short-listing and interviewing. Both processes should involve more than one person, and an interview panel should preferably contain an odd number of people. Members of interview panels should receive relevant training. It is important to decide approximately how many people to interview and how decisions will be made if a consensus cannot be reached.
  
• Send out a copy of the person specification, job description and relevant terms and conditions with the application form, or request for CV. All applications received should be treated as confidential.
  
• Short-list applicants and send out invitations to attend an interview. Short-listing is best done according to a systematic scoring system, marking each applicant against three or four key skills or knowledge areas. Criminal offences should not be taken into account where they are ‘spent’ or the employment category is NOT exempted under the Rehabilitation of Offenders Act 1974.
  
• Interview and carry out any skills tests.
  
• Interview panel decides to whom to offer the post, and makes a conditional offer, subject to satisfactory references.
  

• Send out a request for references. This should be used as a source of verification, rather than a source of additional information on which to make some form of separate assessment.
  
• Decide whether a medical examination and/or police check on the applicant is necessary. If the employee will have substantial access to children, a police check should be made that will provide details of all convictions, except driving offences, and will include spent convictions. Applicants should always be asked to give permission for a check to be carried.
  
• If all proves satisfactory, send a letter confirming the job offer, and a copy of the contract.
  
• Notify unsuccessful applicants as soon as possible.

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