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. Induction is the final stage of the recruitment process. its recruitment and selection the Trust complies with the requirements of UK and EU legislation that applies to employment. It is our legal obligation to establish your eligibility to work and as such we will process this information in line with the proper policies and procedures. 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. This is much less likely to be the case with references for academic posts which are of a more personal nature. 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 … Information sought from referees should be structured around the requirements of the job and the job description should be provided. Advice should be sought from HR if the intention is to appoint at the grade maximum of the advertised salary scale. 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. The fourth reference is an employment reference from the current employer. This is a reflection of established practice and relates to the nature of the references. Producing a short-list on behalf of the Selection Panel. Interview questions and the structure of the interview should be consistently applied to all candidates and should be based on the person specification. Employee recruitment policies are useful to make your recruiting policy transparent and understandable. Recruitment Policy; Bellcare Recruitment and Selection Policy. If a manager believes that there may be potential difficulties in recruiting to a post they should contact their. The University has a legal obligation to comply fully with the provisions of the. POLICY STATEMENT 2.1 The Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. The key areas of law affecting recruitment and selection include discrimination, the right to work in the UK, criminal records checks and data protection. Further advice and guidance is available on the Human Resources website and also from the Human Resources team. Recruitment policy. 4. Why do we need this policy? 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. 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. 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. Email address. This is likely to include the following circumstances: positions requiring specialised expertise where the Recruiting Manager in the department can demonstrate that a comprehensive search has been conducted and the nominated individual is the most suitable person for the position; where the recruiting manager can verify that the work is required for a specific purpose of no greater than twelve months duration; where current members of staff are named on research grants in order to ensure the individual’s continued employment; where a research project includes a named researcher, and one of the factors for awarding the grant was the strength of the proposed research team. It will take only 2 minutes to fill in. 1. inviting short-listed candidates to interview, taking up references, issuing rejection letters). 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. 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. This part of the HR website provides guidance on how to recruit effectively within the University and in a way which complies with University policy and procedures, employment law and equal opportunities legislation.The webpages can be only accessed by current staff members using Raven access: Recruitment Guidance The benefits of getting the recruitment process right include: This will help maximise equality of opportunity and provide staff with opportunities for career development, thus maintaining the skills and expertise of existing staff. BBC Recruitment Policy Page 1 of 8 Last Updated 13.06.2019 BBC Recruitment Policy This policy applies to all employees at the BBC. 3.2 Fixed term teaching or research positions must be designated as ‘Teaching and Scholarship’ (Teaching) or ‘Research’ appointments, and not as fixed term Academic appointments, except with the approval of the Chair of Executive Board (or delegate). 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. It is recognised that in many cases it is desirable to make a verbal offer very shortly after the selection process to enhance the University’s ability to recruit the selected candidate. Agreeing recruitment plan and timescales with the HR Department. Middlesbrough Football Club acknowledges and is committed to being accountable for the effective and consistent implementation of fair and safer recruitment procedures. A 'Recruitment and Selection Checklist' is also provided in Appendix J of this policy. Policy scope . The University will treat all candidates fairly, equitably and efficiently, with respect and courtesy, aiming to ensure that the candidate experience is positive, irrespective of the outcome. Candidates are recruited from a diverse talent pool so Monitor can protect and promote patients’ interests. The University will ensure that its recruitment and selection process is cost effective. The purpose of the policy: To provide protection for the children and young people who receive (Travis Hughes Ltd t/a Staff Recruitment) services, including the children of adult members or users. 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. Use this model policy to set out your organisation's approach to recruitment. Discussing potential difficulties in recruiting with the Departmental HR Manager. Recruitment Policy and Procedures. Recruitment policies Applying to KPMG Search and apply Home > Experienced professional > Applying to KPMG > Recruitment policies; Agency policy. 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. However, there are times we need assistance and will use recruitment agencies on our Preferred Supplier List (PSL). The University’s ability to attract and recruit the best people we can is fundamental to our success and long term future. Monitoring and reviewing the recruitment process and supporting policies / guidance. 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. 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. Contracts of employment and working hours. Title: Recruitment and Selection Policy Version: 2 Issued: June 2018 Page 4 of 14 4.0 ROLES AND RESPONSIBILITIES 4.1 Executive Director of Human Resources has responsibility to ensure that the policy for Recruitment and Selection and supporting procedures comply with current legislation, Author: Lynda Macdonald When to use this model recruitment policy. 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. ... Visit kpmg.co.uk. A model recruitment policy. HRhelpboard helps you with sample policies template in word and pdf format for example and better understanding Policy scope . 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. 2.4 Head of Departments are responsible for the appointment of staff in their area; for ensuring that these procedures are followed, and that unfair discrimination does not occur. Ensuring that any agencies or external consultants who assist in the recruitment process adhere to the University’s Recruitment Policy. This policy and procedure cover all activities that form part of the recruitment and selection process. A professional and open approach to recruitment processes help J A Stott (Carpentry) Ltd to attract, appoint and retain staff with the necessary skills and attributes to fulfil its […] Use this model policy to set out your organisation's approach to recruitment. From an agent/third party acting on your behalf. recruitment process. Recruitment and Selection Policy 1. There are a number of key stages in recruiting and selecting for a post. account of disabilities in any staffing dealings, including recruitment. 2.1. Liaising with the HoD and Finance to determine whether a vacancy is a replacement post, a new post or an existing post which requires revision. For further information on this please see. Check how the new Brexit rules affect you. Undertaking any tasks agreed to as part of the recruitment timescales drawn up with HR (e.g. Associates/Contractors Limited Company/Recruitment Agencies. 3.1 This Policy applies to the recruitment and selection of all staff to the School. 1. 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. 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. Poor appointments can be costly, time consuming and can impact on the ethos of the Trust. As a minimum all positions will normally be advertised within the University. This Recruitment Policy has been updated in accordance with the requirements of the General Data Protection Regulation (GDPR). 2.5 All staff involved in recruitment and selection have a responsibility to behave in a non-discriminatory manner. 3. A recruitment policy is a statement on how you hire. Charity Recruitment and Selection Policy in PDF 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. 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. (a) Job descriptions, person specifications and recruitment advertisements are drafted in such a way as to make clear the requirements of job vacancies. 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. 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. Applicants should be provided with sufficient information to make an informed decision regarding their suitability for the role. The recruitment and selection process should not commence until a full evaluation of the need for the role against the area’s strategic plans and budget has been completed. Please tell us why the information did not help. Recruitment and selection is a key public relations exercise and should enhance the reputation of the University. For support posts two references will be taken up, normally for the selected candidate and after the interview, one of which should be from the current or most recent employer. Policy surrounding the recruitment process. Recruitment and Selection Policy 1. 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. webpages. Learn what is Recruitment and selection Policy and procedure for hiring employee of a company. The University will provide appropriate training, development and support to those involved in recruitment and selection activities in order to meet this core principle. 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 Contents include. Interview should normally be carried out by a minimum of two people, one of whom should be the Recruiting Manager. To begin crafting your recruitment policy, answer these three questions: Philosophy. Formal authorisation to recruit to a post should be sought before commencing the recruitment process. For academic posts four references will be taken up, three normally prior to interview and the fourth, upon being offered the role. Attending the University’s Recruitment and Selection training course. The Care Quality Commission (CQC) register care providers if they can show that they are meeting government standards. Don’t include personal or financial information like your National Insurance number or credit card details. This Recruitment Policy has been updated in accordance with the requirements of the General Data Protection Regulation (GDPR). Undertaking any other tasks agreed to as part of the recruitment timescales drawn up with the recruiting department (e.g. This is the information you provide while searching for a new opportunity and/or during the different recruitment stages. You may also like policy agenda examples & samples; A … 3.1. The Care Quality Commission (CQC) register care providers if they can show that they are meeting government standards. Preparing a Job Description, Person Specification, draft advert and further particulars. We want to attract the highest calibre of people, into the right roles, by ensuring that our recruitment and selection processes are fair, efficient, and consistent. Ambition of any employment policy in hrm is to find and recruit the BEST TALENT. It will continuously develop its recruitment and selection practices to allow new ideas and approaches to be incorporated. It outlines your company’s preferred hiring practices and promotes consistency within your employee recruiting process. ... Lincolnshire is currently under tier 4 restrictions Find information about Covid-19 for residents, communities and businesses. 3.1. The University recognises that its staff are fundamental to its success. RECRUITMENT POLICY Policy J A Stott (Carpentry) Ltd recognises its staff as being fundamental to its success through the development of good and ethical working practices. In certain circumstances it may be more effective to use a recruitment agency. To manage potential conflicts of interest, we will disclose such connections with potential applicants or candidates of whom we are aware. In certain circumstances a school or personal reference is acceptable. Introduction and scope; New jobs and job vacancies; Job description (details of the role) Person specification This information is separate from the job application and applicants are free to indicate that they do not want to provide these details. Ensuring a comprehensive induction programme for any new employee(s). Ensuring the competence of all nominees who make recruitment decisions within the department. We use cookies to collect information about how you use GOV.UK. Appointments must be based on merit. The University wishes to encourage the recruitment of staff with disabilities and will make reasonable adjustments to all stages of the recruitment process and as required in order for a successful candidate with a disability to undertake the post. 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. Recruitment and Selection Policy Page 5 of 25 Version 3 SOLENT NHS TRUST RECRUITMENT AND SELECTION POLICY 1. Policy aims . 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 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. In accordance with the, All candidates (internal and external) should be assessed objectively against the selection criteria set out in the, All redeployment candidates who meet the essential criteria for the post (as set out in the. 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. The job description should accurately reflect the elements of the post. (b) Our Valuing Diversity and Promoting Equality policy is a feature of all recruitment advertising. Safer Recruitment Policy - Tutors STRICTLY PRIVATE & CONFIDENTIAL 8 In-person final meeting and document check 8.1 Candidates who sign a contract for services and their Safeguarding and Child Protection Policy will be invited to meet one of the directors prior to commencing any tutoring (preferably a director who did not interview the candidate). EXECUTIVE SUMMARY 1.1 Purpose AngloGold Ashanti (AGA) strives to be an employer of choice by recruiting, selecting and retaining the right people in the right roles at the right time. All adverts must be placed through the HR Department, except where alternative arrangements have been formally agreed in advance with the HR Department. This procedure outlines the key stages. You can choose to let your applicants be fully informed about your organization followed this layout. It is applicable to all staff recruitment except casual staff. Policy Statement The Scout Association recognises its staff as being fundamental to its success. 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