The objective of this recruitment procedure is to ensure that all recruitment activity is consistent with legislation and good employment practice.
The aim of the procedure is to select the most suitable candidate and to ensure all recruitment is carried out in a fair and open manner in line with the Company’s equal opportunities policy. The Company will provide opportunities to all irrespective of any protected characteristics those being age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origins), religion or religious or philosophical belief, sex or sexual.
All vacant posts within the Company will normally be advertised internally, whether or not they are also advertised externally. All terms and conditions of employment and related benefits shall be non-discriminatory, except in cases where, having regard to the nature and context of the work, having a particular protected characteristic is an occupational requirement and that occupational requirement is a proportionate means of achieving a legitimate aim, the Company will apply that requirement to the job role.
All applicants for employment and all employees applying for alternative positions or promotion within the Company shall be assessed according to their skills, experience and ability to do the job.
When vacancies are advertised we will continue to ensure that such advertising, both in placement and content, is compatible with the terms of this Procedure.
Recruitment and selection will not commence until an evaluation of the need for the role against the strategic plan and budget has been carried out and appropriate authorisation has been agreed.
All opportunities will normally be issued to each area of the business through email. The internal advert will be printed and placed on notice boards/communications folders to ensure employees without access to a computer are given the opportunity to apply.
Advertisements will encourage applications from all suitably qualified and experienced people. When advertising job vacancies, in order to attract applications from all sections of the community, we will, as far as reasonably practicable:
Ensure advertisements are not confined to those publications which would exclude or disproportionately reduce the numbers of applicants with a particular protected characteristic.
Avoid prescribing any unnecessary provisions or criteria which would exclude a higher proportion of applicants with a particular protected characteristic.
Where vacancies may be filled by promotion or transfer, they will be published to all eligible employees in such a way that they do not restrict applications from employees of any particular age group, racial group, religion or belief, sex or sexual orientation or from disabled employees, those who are married or in a civil partnership, those who have undergone or are undergoing gender reassignment or those who are pregnant or on maternity leave.
The job description will be used in recruiting which will set out the knowledge, skills, experience and abilities necessary and desirable to carry out the role.
Internal applicants for vacancies should expect a full review of their work history, including their work performance, salary history and other information in their personnel file.
With disabled job applicants, we will have regard to our duty to make reasonable adjustments to work provisions, criteria or practices, or to physical features of work premises in order to ensure that the disabled person is not placed at a substantial disadvantage in comparison with persons who are not disabled.
It is sometimes necessary to engage with specialist recruitment agencies to assist in our recruitment processes. We regularly review our supply chain to ensure they are compliant with the Modern Slavery Act 2015.
All offers are subject to satisfactory employment checks including the provision of the right to work in the UK, written employment references for the previous five years, documentary evidence of qualifications/membership of professional bodies where this an occupational requirement, driving licence checks where there is an occupational requirement and criminal record checks.
Our employment checks exceed the minimum standards required in relation to our responsibilities under relevant employment legislation in the UK in relation to our employees.
The appropriate employment screening checks will be carried out on all employees, given the nature of the business an employee may have commenced employment prior to full checks being carried out. The employee should be aware that their role can be terminated at any time if the checks are unsatisfactory.
All recruitment decisions will be based on the job description and all decisions will be recorded.
Where the candidate is known to the Recruiting Manager a different Manager will interview the candidate to avoid any bias in the decision making process.
All documents surrounding the recruitment procedure will be securely stored and access will be limited to those involved in recruitment. Documents will only be kept for as long as necessary and relevant.
All applicants have the right to feedback and to access any documents held on them. Candidate will be advised if their details will be kept on file for future vacancies.
This procedure is issued under the authority of the Head of Human Resources. Responsibility for achieving the procedure rests with Human Resources. All Managers are responsible for implementing the procedure and monitoring its implementation in everyday activities.
Human Resources are responsible for review of the procedure and ensuring that it is kept up to date with changes in legislation. Human Resources are also responsible for development of guidance and training on implementation of the procedure standards across the Company.