account of disabilities in any staffing dealings, including recruitment. In certain circumstances a school or personal reference is acceptable. Appointments will usually be made at the grade minimum of the advertised salary scale unless directly relevant experience would justify additional increments. the recruitment policy to ensure non-preferential treatment. 4. Policy regarding the recruitment and selection of new staff. Recruitment Policy; Bellcare Recruitment and Selection Policy. Contents include. A strategic and professional approach to recruitment processes help enable the organisation to attract and appoint staff with the necessary skills and attributes to fulfil its strategic aims, support the Scout values and make a difference to the young people we serve. Advice on any aspect of this policy or procedures allied to it is available from the Human Resources website. Evaluating the need for the post(s) in the context of the Departmental staffing plan and budget. The aim of this policy is to set out principles for the fair and effective recruitment and selection of professional services staff, and to provide a procedure for doing so. If you need the letter in a different format, or you cannot download it, email digital@acas.org.uk. 3. Cookie Settings Attending the University’s Recruitment and Selection training course. ... Lincolnshire is currently under tier 4 restrictions Find information about Covid-19 for residents, communities and businesses. For ART positions the University usually recommends a panel interview. inviting short-listed candidates to interview, taking up references, issuing rejection letters). This will help maximise equality of opportunity and provide staff with opportunities for career development, thus maintaining the skills and expertise of existing staff. However, in the circumstances outlined above, if the successful candidate is likely to require a Tier 2 certificate of sponsorship to apply for permissions to work in the UK, the post must be advertised in line with UKBA requirements. This policy explains how Monitor makes sure it recruits the best candidates that meet its values. To begin crafting your recruitment policy, answer these three questions: Philosophy. In particular, the policy is designed to ensure that recruitment and selection decisions are based on a fair and objective assessment of the ability of the applicant to meet the requ irements of the role. Employers should be aware that it is obligatory for employers to ensure that all employees, and not just those from outside the UK, can prove their entitlement to work in the UK. The Care Quality Commission (CQC) register care providers if they can show that they are meeting government standards. Contracts of employment and working hours. 3. Staff who have been in an acting position that subsequently becomes vacant will have to apply for the position when it is advertised, but in such cases the position can be advertised, in exceptional circumstances on an internal basis only. Any member of staff involved in the selection of staff should satisfy him or herself that he/she is appropriately trained and can comply with the requirements of this policy and procedure. Notes recording the salient points of the interview should be taken, ideally by the interviewers, so that they can refer back to these when assessing candidates against the person specification and making decisions. ... Lincolnshire is currently under tier 4 restrictions Find information about Covid-19 for residents, communities and businesses. Agreeing recruitment plan and timescales with the HR Department. This procedure outlines the key stages. Recruitment and Selection Policy 1. Recruitment and Selection Policy 1. Sample reference request letters are available from HR Services. Download free Acas templates to help you recruit the right staff in the right way, including a person specification and recruitment checklist. Recruitment Policy The University aims to attract, recruit and retain the most talented staff across all areas of academic and professional activity to maintain and enhance our world leading reputation. You can choose to let your applicants be fully informed about your organization followed this layout. Recruitment Policy and Procedures. All new or changed posts must be formally. All adverts must be placed through the HR Department, except where alternative arrangements have been formally agreed in advance with the HR Department. As a minimum all positions will normally be advertised within the University. The University has a principle of open competition in its approach to recruitment. Recruitment and selection training is also available for recruitment panel members. To begin crafting your recruitment policy, answer these three questions: Philosophy. Undertaking any other tasks agreed to as part of the recruitment timescales drawn up with the recruiting department (e.g. RECRUITMENT, SELECTION AND INDUCTION POLICY Page 3 of 22 1. Recruitment policy. Attending training on the University’s Recruitment and Selection training course. INTRODUCTION AND PURPOSE 1.1 Solent NHS Trust is committed to ensuring the highest possible standards of service delivery. Poor appointments can be costly, time consuming and can impact on the ethos of the Trust. You’ve accepted all cookies. Applicants are asked to provide equal opportunities details when making their application to enable a robust means of monitoring the success of recruitment in relation to our diversity aims. Use this model policy to set out your organisation's approach to recruitment. Induction is the final stage of the recruitment process. Producing a short-list on behalf of the Selection Panel. In the case of any Professorial or Senior Manager appointment the salary to be offered must be confirmed with the VC (Professorial Appointment) or HR Director before being made. The recruitment and selection process should ensure the identification of the person best suited to the job and the university. Recruitment will normally be on the basis of fair and open competition, which will normally involve a Advice should be sought from HR if the intention is to appoint at the grade maximum of the advertised salary scale. All advertised vacancies will be placed on the University’s website; academic, research and teaching vacancies, plus certain technical/ specialist roles support roles, may also be advertised on, Shortlisting and selection panels for academic appointments must meet the minimum composition requirements, as outlined in the. Ultimately it is the responsibility of the senior management in the University, including Heads of Departments, in conjunction with HR to ensure that this is the case. Recruitment Policy. The University has a legal obligation to comply fully with the provisions of the. Ensuring a comprehensive induction programme for any new employee(s). In order for the policy and procedure to be effective it is essential that any employee who is involved in any aspect of the recruitment and/or selection of staff is aware of this document and follows it. If a member of staff involved in the recruitment process has a close personal or familial relationship with an applicant they must declare this as soon as they are aware of the individual’s application and avoid any involvement in the recruitment and selection decision-making process. A policy set out to ensure that the best people are recruited on merit and that the recruitment process is free from bias and discrimination. HOS will ensure that the recruitment and selection of colleagues is conducted in a professional, timely and responsive manner and in compliance with current employment legislation. Recruitment and Selection Policy: Live Policy: HRS_recruitment_and_selection_v1: Date of Last Review: January 2021: Date of Next Review: January 2022: Changes from previous version: Mention need to confirm right to work in UK General tidying up of wording A 'Recruitment and Selection Checklist' is also provided in Appendix J of this policy. In order for the policy and procedure to be effective it is essential that any employee who is involved in any aspect of the recruitment and/or selection of staff is aware of this document and follows it. Recruiting a redeployee can reduce both the time and the cost incurred in filling a vacancy. The University’s ability to attract and recruit the best people we can is fundamental to our success and long term future. Unsuccessful interview candidates should be dealt with courteously and sensitively and will, as a minimum, receive telephone or written notification of the outcome of the selection process. DMAT Recruitment Policy Version 1.2 July 2019 2 1. its recruitment and selection the Trust complies with the requirements of UK and EU legislation that applies to employment. Selection is a two-way process: candidates are assessing the role and the University. 4. It even goes a step further to talk about the process of promotion. HRhelpboard helps you with sample policies template in word and pdf format for example and better understanding We are committed to equality of opportunity in recruitment, selection, promotion and … The job description should accurately reflect the elements of the post. In particular, the policy is designed to ensure that recruitment and selection decisions are based on a fair and objective assessment of the ability of the applicant to meet the requ irements of the role. Recruiters, HR professionals, and even other employees, should be familiar with your company's recruiting policies and procedures. 3.1. Includes types of worker, employee rights, overtime and changes to contracts Check how the new Brexit rules affect you. By law, all Home Care Providers in England are responsible for making sure that the care they provide meets government standards of quality and safety. If you commence work your details will be used to issue employment contracts so you can carry out your job, we can pay you and to fulfil our legal obligation to provide further information to HMRC for reporting purposes. The recruitment and selection process should ensure the identification of the person best suited to the job role and HOS. In situations where there is more than one candidate who is suitable for appointment, but one or more of the candidates requires the University to sponsor them under the Tier 2 certificate of sponsorship (skilled worker) mechanism to obtain the. We carry out a right to work in the UK check, as part of the interview process, before any applicant is permitted to start work. Associates/Contractors Limited Company/Recruitment Agencies. A model recruitment policy. Applicants should be provided with sufficient information to make an informed decision regarding their suitability for the role. For further information on this please see. A recruitment policy is a statement on how you hire. (see separate guidance on, Once a selection decision has been made the HR Services team will produce a written offer of employment following receipt of an. ‘Positive Action’ is lawful under the. The recruitment and selection decision is of prime importance as the vehicle for obtaining the best possible person-to-job fit which will, when aggregated, contribute significantly towards your Company's success.According to ACAS: If a manager believes that there may be potential difficulties in recruiting to a post they should contact their. Issuing written offers of appointment and contracts of employment. BBC Recruitment Policy Page 1 of 8 Last Updated 13.06.2019 BBC Recruitment Policy This policy applies to all employees at the BBC. It should be noted that many organisations have a policy of not providing personal references and therefore references provided may only confirm details of current appointment. Browse: Employing people A to Z. Ensuring the competence of all nominees who make recruitment decisions within the department. Ultimately it is the responsibility of the senior management in the University, including Heads of Departments, in conjunction with HR to ensure that this is the case. Policy brief & purpose. It forms part of the contract of employment that applies to BBC employees in the UK on Grades 2-11, and is an agreed statement between the BBC and recognised joint unions which may only be varied by Jobs in the Automotive, Pharmaceutical, Metals/Power, Graduate, Medical Device, Life Science, Chemical, Electronics, Semicon, Aerospace, Food, Plastics Packaging , and STEM Skills sectors. Recruitment has undoubtedly been affected by the COVID-19 pandemic. One key way in which this may be achieved is through the use of effective recruitment and selection procedures. Ambition of any employment policy in hrm is to find and recruit the BEST TALENT. Referees should not be contacted without the candidate’s consent and the information provided should be treated as confidential by the panel members. Don’t include personal or financial information like your National Insurance number or credit card details. This policy is intended to provide assistance to those members of staff involved in the recruitment process within the organisation and specifies the procedures through from advertising to offer of employment. Providing training on Recruitment and Selection, including equality issues. Purpose The purpose of this recruitment and selection policy is to ensure we recruit: • The best possible candidates, on the basis of their relevant merits, to support the delivery of our corporate strategy; • In an equal and inclusive way … Overview. It outlines your company’s preferred hiring practices and promotes consistency within your employee recruiting process. 2.1. 3. (c) Staff involved in recruitment and selection are aware of their role and responsibilities in It outlines the This is the information you provide while searching for a new opportunity and/or during the different recruitment stages. Preparing a Job Description, Person Specification, draft advert and further particulars. This Recruitment Policy has been updated in accordance with the requirements of the General Data Protection Regulation (GDPR). Discussing potential difficulties in recruiting with the Departmental HR Manager. Unless the overseas role is of only short duration, the employee’s substantive UK-based job will not normally be kept open. Policy aims . (See the University. Why do we need this policy? Recruitment and Selection Policy Page 3 of 25 Version 3 Summary of Policy This policy explains the steps that must be taken in order to meet Trust requirements when recruiting to a position which are based on the NHS Standards and good recruitment practice. Appointments must be based on merit. All documentation relating to applicants will be treated confidentially in accordance with the. recruitment process. It outlines your company’s preferred hiring practices and promotes consistency within your employee recruiting process. Providing feedback to unsuccessful short-listed candidates if requested, ensuring equal opportunities requirements are followed. The Sigma Recruitment Agency in Cardiff is one of the leading manufacturing & engineering recruitment agencies. The aim of this policy is to set out principles for the fair and effective recruitment and selection of professional services staff, and to provide a procedure for doing so. To help us improve GOV.UK, we’d like to know more about your visit today. A policy set out to ensure that the best people are recruited on merit and that the recruitment process is free from bias and discrimination. The University will provide appropriate training, development and support to those involved in recruitment and selection activities in order to meet this core principle. The safe recruitment of staff in Schools is the first step to safeguarding and promoting the welfare of children in education. Recruitment Policy Procedure in HRM with a Sample of Recruitment and Selection Policy for Example Employees are an asset to an organisation; nothing can be achieved without human resource. The key areas of law affecting recruitment and selection include discrimination, the right to work in the UK, criminal records checks and data protection. The purpose of this policy is to provide a sound framework for the recruitment and selection of staff based upon the principles outlined below, which also meet the requirements of the University. Policy Statement The Scout Association recognises its staff as being fundamental to its success. Recruitment and Selection Policy Page 5 of 25 Version 3 SOLENT NHS TRUST RECRUITMENT AND SELECTION POLICY 1. The University recognises open contracts as the general form of employment relationship between employers and employees and will appoint new and existing staff to indefinite contracts unless necessary and objective reasons justify use of a fixed-term contract. The recruitment of staff will take into account the University’s need for new ideas and approaches and additionally should support the University’s commitment to ensuring a diverse workforce by proactively seeking to attract groups that are under-represented in the University’s profile to maximise its ability to meet diverse student requirements. 3. 2.1. Human ResourcesUniversity of York, Heslington, York, YO10 5DD, UKtel: +44 (0) 1904 324 835 | hr-enquiries@york.ac.uk, Acknowledgements | Legal statements | Privacy and cookies© University of York, Management guidelines on the implementation of this policy, Guidance on obtaining telephone/verbal employment references, Guidance on the use of Temporary and Casual Contracts, Telephone or verbal employment references, Head of Department (or nominee) - may also at times be the Recruiting Manager. 1. It will take only 2 minutes to fill in. It will continuously develop its recruitment and selection practices to allow new ideas and approaches to be incorporated. Increasing competition in a global market means we must strive to be world leading in our approach to attracting the best people to come to Cambridge and to remain here. This information is separate from the job application and applicants are free to indicate that they do not want to provide these details. 1.2 Objectives The objectives of the Recruitment, Selection and Induction Policy are: Across the UK, statutory guidance highlights the responsibility of those in the education, community and care sectors to have policies and procedures in place that ensure they only employ suitable people to work or volunteer with children. 14.2 To ensure compliance with this Policy and the School’s Equality & Diversity Statement and Respect@SOAS Policy, a member of the Human Resources Directorate or the School’s Diversity and Inclusion Manager may be invited to or elect to attend any stage of the recruitment process. 2.5 All staff involved in recruitment and selection have a responsibility to behave in a non-discriminatory manner. Purpose The purpose of this recruitment and selection policy is to ensure we recruit: • The best possible candidates, on the basis of their relevant merits, to support the delivery of our corporate strategy; • In an equal and inclusive way … The University will seek to recruit the best candidate for the job based on merit. The fourth reference is an employment reference from the current employer. For academic posts four references will be taken up, three normally prior to interview and the fourth, upon being offered the role. Charity Recruitment and Selection Policy in PDF (a) Job descriptions, person specifications and recruitment advertisements are drafted in such a way as to make clear the requirements of job vacancies. Redeployees should meet the essential criteria for the post (or can achieve this with minimal training) but do not need to meet the desirable criteria. Formal authorisation to recruit to a post should be sought before commencing the recruitment process. KPMG has a commitment to sourcing candidates directly and as such we do not accept speculative CVs from agencies. It is recommended that a range of selection methods, that are suitable for assessing both the essential and desirable criteria in the person specification are established as this will enhance objective decision making which is difficult through interview alone. We use cookies to collect information about how you use GOV.UK. Ensuring that any agencies or external consultants who assist in the recruitment process adhere to the University’s Recruitment Policy. Email address. This should be discussed and agreed with the HR Manager or Recruitment Adviser. Recruitment Policy Statement. No appointment can be made above the advertised scale. Candidates are recruited from a diverse talent pool so Monitor can protect and promote patients’ interests. its recruitment and selection the Trust complies with the requirements of UK and EU legislation that applies to employment. For professorial appointments the Chair of the panel should complete the pro-forma provided by the HR Services team and return this with the other interview papers to HR Services. In the event that a candidate requests feedback about their performance in the selection process this should be arranged by the Chair of the panel or the Recruiting Manager, although he or she may delegate this to another member of the panel where appropriate. If the appointment is urgent, the Recruiting Manager may seek to obtain a. recruitment process. In exceptional circumstances the HR Manager for the department may waive the need to advertise. 2.0 Purpose The aim of this policy is to outline the overriding principles and standards applicable to all recruitment and selection undertaken by the Trust, and to ensure that these are applied consistently and fairly. The University will ensure that the recruitment and selection of staff is conducted in a professional, timely and responsive manner and in compliance with current employment legislation. Monitoring and reviewing the recruitment process and supporting policies / guidance. To provide staff and volunteers with guidance on procedures they should adopt in the event that they suspect a child or young person may be experiencing, or be at risk of, harm. Recruitment policies Applying to KPMG Search and apply Home > Experienced professional > Applying to KPMG > Recruitment policies; Agency policy. Recruitment Policy The University aims to attract, recruit and retain the most talented staff across all areas of academic and professional activity to maintain and enhance our world leading reputation. Keeping a written record of all short-listing and interview decisions. 1. The School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. It is important for this policy to develop a hiring process that is standardized to promote the consideration of the applicants’ well being. Information sought from referees should be structured around the requirements of the job and the job description should be provided. Our PSL is managed directly by the Recruitment team and we do not go outside of these agreements. This is much less likely to be the case with references for academic posts which are of a more personal nature. It is applicable to all staff recruitment except casual staff. The University will promote best practice in recruitment and selection. Employers should be aware that it is obligatory for employers to ensure that all employees, and not just those from outside the UK, can prove their entitlement to work in the UK. This policy and procedure cover all activities that form part of the recruitment and selection process. When recruiting staff, employers should understand and keep up to date with their legal obligations, making sure their recruitment and selection procedures comply with the law. Preparing a comprehensive induction programme for the new employee(s). It is applicable to all staff recruitment except casual staff. The person specification should state both the essential and desirable criteria in terms of skills, aptitudes, knowledge and experience for the job, all of which should be directly related to the job and applied equally to all applicants. Recruitment should form an integral part of the staffing strategy for the area and should take account of the need for any ‘positive action’ initiatives in process. The University therefore needs to be able to attract and retain staff of the highest calibre and a strategic, professional approach to recruitment is essential to do this. Recruitment Policy and Procedures The University’s ability to attract and recruit the best people we can is fundamental to our success and long term future. Providing professional HR advice on grading of posts, content of job descriptions/person specifications, advertising and appropriate salary levels. Further advice and guidance is available on the Human Resources website and also from the Human Resources team. Age UK has an in-house recruitment team and we work hard to fill our roles directly. Policy surrounding the recruitment process. Having a clear and consistent recruiting process is important part of your Employer Branding strategy. placing advertisements in the minority ethnic press, the women's press and any other publication which is targeted at groups which are under-represented; including statements in advertisements that encourage individuals from under-represented groups to apply for the advertised position. Get the sample and simply fill the policy with your details following the layout. INTRODUCTION & PURPOSE The recruitment and selection of new employees is one of the most important functions of the Board of Trustees/Local Governing Bodies, Headteachers and Academy leadership. A member of HR will not normally be on a panel unless it is a panel for Chair appointments. A recruitment policy is a statement on how you hire. Once the successful candidate has accepted the offer of employment and a start date has been agreed the line manager/Head of Department is responsible for preparing a comprehensive induction programme for the new employee. Ensuring that all new/revised posts are formally graded before they are advertised and that formal authorisation to recruit has been sought. In addition, Learning and Development offers training courses designed to equip members of staff in key aspects of the Procedure. 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