This is a reflection of established practice and relates to the nature of the references. 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. its recruitment and selection the Trust complies with the requirements of UK and EU legislation that applies to employment. Recruitment and Selection Policy 1. 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. In such cases the verbal offer will normally be made by the Chair of the selection panel, although he or she has the discretion to delegate this responsibility if felt appropriate. Information for all internal and external candidates who are applying to work at Monitor. 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. Contracts of employment and working hours. e.g. 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 … Preparing a Job Description, Person Specification, draft advert and further particulars. Candidates are recruited from a diverse talent pool so Monitor can protect and promote patients’ interests. Contracts of employment and working hours. For further information on this please see. Charity Recruitment and Selection Policy in PDF Recruitment will normally be on the basis of fair and open competition, which will normally involve a 1. All documentation relating to applicants will be treated confidentially in accordance with the. 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). 2. Policy brief & purpose. 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. 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. 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. Undertaking any other tasks agreed to as part of the recruitment timescales drawn up with the recruiting department (e.g. 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: We’ll send you a link to a feedback form. 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. 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, Attending training on the University’s Recruitment and Selection training course. This policy and procedure cover all activities that form part of the recruitment and selection process. 2.5 All staff involved in recruitment and selection have a responsibility to behave in a non-discriminatory manner. Policy Statement The Scout Association recognises its staff as being fundamental to its success. Attending the University’s Recruitment and Selection training course. HRhelpboard helps you with sample policies template in word and pdf format for example and better understanding Appointments must be based on merit. Don’t worry we won’t send you spam or share your email address with anyone. Includes types of worker, employee rights, overtime and changes to contracts Why do we need this policy? It will take only 2 minutes to fill in. To begin crafting your recruitment policy, answer these three questions: Philosophy. 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. inviting short-listed candidates to interview, taking up references, issuing rejection letters). Keeping a written record of all short-listing and interview decisions. It is applicable to all staff recruitment except casual staff. 3.1 This Policy applies to the recruitment and selection of all staff to the School. 3. 3. 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. We use cookies to collect information about how you use GOV.UK. Providing professional HR advice on grading of posts, content of job descriptions/person specifications, advertising and appropriate salary levels. Recruitment will normally be on the basis of fair and open competition, which will normally involve a 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 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. Issuing written offers of appointment and contracts of employment. All content is available under the Open Government Licence v3.0, except where otherwise stated, Coronavirus (COVID-19): guidance and support, Transparency and freedom of information releases. The recruitment and selection process should ensure the identification of the person best suited to the job and the university. 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 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. 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. Ensuring the competence of all nominees who make recruitment decisions within the department. Age UK has an in-house recruitment team and we work hard to fill our roles directly. 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 … (a) Job descriptions, person specifications and recruitment advertisements are drafted in such a way as to make clear the requirements of job vacancies. 3. This policy and procedure cover all activities that form part of the recruitment and selection process. Recruitment Policy; Bellcare Recruitment and Selection Policy. In certain circumstances it may be more effective to use a recruitment agency. It outlines your company’s preferred hiring practices and promotes consistency within your employee recruiting process. To begin crafting your recruitment policy, answer these three questions: Philosophy. Download free Acas templates to help you recruit the right staff in the right way, including a person specification and recruitment checklist. 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. Recruitment and Selection Policy Page 5 of 25 Version 3 SOLENT NHS TRUST RECRUITMENT AND SELECTION POLICY 1. 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. 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 ... Lincolnshire is currently under tier 4 restrictions Find information about Covid-19 for residents, communities and businesses. 2.1. 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. ... Lincolnshire is currently under tier 4 restrictions Find information about Covid-19 for residents, communities and businesses. (See the University. Recruitment Policy Statement. The key areas of law affecting recruitment and selection include discrimination, the right to work in the UK, criminal records checks and data protection. In certain circumstances a school or personal reference is acceptable. 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. From an agent/third party acting on your behalf. Associates/Contractors Limited Company/Recruitment Agencies. Check how the new Brexit rules affect you. 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. 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. 1.2 Objectives The objectives of the Recruitment, Selection and Induction Policy are: This will, however, not eliminate the need to advertise the position internally and any external agencies or consultants who assist in the process must act in accordance with this policy and with respect to our equal opportunities requirements. Browse: Employing people A to Z. Employee recruitment policies are useful to make your recruiting policy transparent and understandable. Referees should not be contacted without the candidate’s consent and the information provided should be treated as confidential by the panel members. Policy aims . 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. It is applicable to all staff recruitment except casual staff. Middlesbrough Football Club acknowledges and is committed to being accountable for the effective and consistent implementation of fair and safer recruitment procedures. Use this model policy to set out your organisation's approach to recruitment. If a redeployee meets all the essential criteria, they must be invited to a placement interview. Policy regarding the recruitment and selection of new staff. Notes of the shortlisting decisions for each candidate should be recorded by each member of the panel on the, Shortlisted candidates should be provided with details of the selection process, including any tests, in writing giving as much prior notice as possible and a minimum of 5 working days before the interview. There are a number of key stages in recruiting and selecting for a post. A 'Recruitment and Selection Checklist' is also provided in Appendix J of this policy. Producing a short-list on behalf of the Selection Panel. Safer recruitment procedures. Unless the overseas role is of only short duration, the employee’s substantive UK-based job will not normally be kept open. It outlines the Recruiting a redeployee can reduce both the time and the cost incurred in filling a vacancy. The job description should accurately reflect the elements of the post. Recruitment Policy. 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. If a manager believes that there may be potential difficulties in recruiting to a post they should contact their. A strategic, professional approach to recruitment is essential to ensuring the best candidate is appointed. The University has a principle of open competition in its approach to recruitment. 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. Our PSL is managed directly by the Recruitment team and we do not go outside of these agreements. 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. 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. Overview. Interview should normally be carried out by a minimum of two people, one of whom should be the Recruiting Manager. Ensuring that any agencies or external consultants who assist in the recruitment process adhere to the University’s Recruitment Policy. A strategic, professional approach to recruitment is essential to ensuring the best candidate is appointed. To manage potential conflicts of interest, we will disclose such connections with potential applicants or candidates of whom we are aware. For ART positions the University usually recommends a panel interview. Recruiters, HR professionals, and even other employees, should be familiar with your company's recruiting policies and procedures. 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. 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: Age UK has an in-house recruitment team and we work hard to fill in is recruitment and selection.... Cvs from agencies Departmental HR Manager the selection panel this may be potential difficulties in recruiting with.. 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