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Published by POINT, 2020-10-28 20:58:39

Recruitment Policy v1 Oct 2020

Recruitment Policy v1 Oct 2020

Recruitment Policy

VERSION CONTROL 1
October 2020
Version No October 2021
Version Date
Next Scheduled Review

POINT is a Registered Charity: 1161596

1. Policy Statement

POINT recognise the value of recruiting a skilled, diverse and multi-cultural workforce
that represents the communities POINT serve; and are committed to meeting our
social and legal obligations to maintain and encourage diversity through our
recruitment practice.

Specifically POINT adhere to the following minimum standards to ensure our
statement of intent is delivered effectively:

1.1 Our recruitment policy will be reviewed regularly to ensure that our recruitment
and selection processes are operated fairly and equitably and do not discriminate
unlawfully against any candidates on the grounds of age, disability, sex, gender
assignment, pregnancy, maternity, race (which includes colour, nationality and
ethnic or national origin), sexual orientation, religion or belief, or because someone is
married or in a civil partnership; nor on the grounds of their membership or non-
membership of a trade union.

1.2 POINT require all colleagues involved in recruitment to adhere to our policy on
equality and diversity and our Code of Conduct. Failure to do so may result in this
being treated as a disciplinary matter.

1.3 POINT will ensure that vacancies are advertised to the widest possible pool of
potential candidates and seek to encourage applications from groups who may be
under-represented. POINT will consider ‘positive action’ where appropriate.

1.4 Recruitment decisions will take account of the results of all testing, presentations
and interviews and appointment decisions will be made on merit.

1.5 As part of our commitment to developing our own colleagues, POINT will
consider internal secondments and provide opportunities for team members to ‘Act-
up’ which means providing opportunities for team members to temporarily acts-up
assume the full or majority of the duties of a job role evaluated at a higher grade
than that of their substantive position.

1.6 POINT also offer a range of flexible working opportunities such as job sharing,
part time working, agile working and home based working.

1.7 If a contractor is used to provide all or part of the recruitment process, POINT will
verify that the agency has an appropriate policy on equality and diversity and will
agree with the agency how the personal data handled by the contractor will be used
and disclosed.

1.9 Coaching, training and/or advice on the recruitment and selection process
including equality and diversity issues will be provided to all colleagues involved in
the recruitment process.

2. Advertising

POINT are committed to ensuring that advertisements are placed so that they reach
a diverse range of potential candidates. All permanent and fixed term posts will be
advertised internally.

2.1 All vacancies will be advertised on the website.

2.2 Subject to paragraph 2.2 above, the most appropriate means of advertising for
the position will be identified e.g. national/local press, specialist press, job centres,
recruitment agencies, internet, specialist websites, publications or agencies. If a
particular group is under-represented, POINT may, under ‘positive action’, seek to
encourage applications by advertising in a publication targeted towards that group.

2.3 Campaigns may be run to recruit to a pool of staff for some posts where this
provides the most cost effective solution.

3. Candidate Information

POINT will ensure that applicants have access to the necessary information to ensure
a full understanding of the role, requirements and organisation including but not
limited to the following:

• An Equal Opportunities monitoring form
• A job description and person specification for the post
• A summary of the relevant terms and conditions of employment
• Relevant background on us or the job
• Any additional information relevant to the post

4. Shortlisting

POINT shortlist candidates for interview using the criteria outlined in the relevant job
specification.

Where a candidate indicates they have a disability or additional need and meet the
shortlisting criteria, they will be guaranteed an interview.

5. Invitation to Interview

POINT will confirm the date, time and location for interview to all candidates who
have been shortlisted. POINT will be flexible with arrangements for interview to
ensure that this does not limit attendance at interview or limit our opportunities to
interview candidates who represent our communities.

Upon confirmation of interview, POINT will confirm if a candidate may need any
reasonable adjustments. This may for example be on the grounds of additional
needs, disability, religious or cultural reasons. This enables POINT to plan effectively
and ensure that our process for interview is fair and accessible to all candidates.

6. Interview Process

POINT implement the following process to ensure that interviews are conducted in a
fair, transparent and consistent manner

6.1. The recruiting manager chairing the panel must be familiar with our equality and
diversity and recruitment policies. All panel members should have received training
on equality and diversity. A member of HR will normally be part of the panel and also
ensure the process is followed fairly and consistently.

6.2 The composition of the interview panel will vary from post to post but general
guidelines are that where possible the panel should be mixed in relation to race and
gender and should normally be made up of two members: the recruiting manager
and a HR representative. More senior positions will normally require three panel
members: the recruiting manager, a HR representative a Trustee from the charity.

POINT deliver a number of contracts which rely on effective partnership working. As
such, stakeholder panels may form part of our interview processes. Stakeholder
panels may consist of representatives from our members, service users and external
partners, including contract funders.

7. Diversity and Equality Monitoring

Applicants are asked to complete an equality and diversity monitoring form as part
of the recruitment process. These forms are detached from applications and are not
seen by panel members. The information is stored securely within Human Resources
and used to provide annual reports equality and diversity to the Board of Trustees.

8. Our Vetting Process

POINT are committed to safer recruitment and apply the following steps when
recruiting to roles within our charity

8.1 It is a legal requirement that checks are made on all new colleagues to establish
their right to work in the UK. These must be carried out in a clear and consistent
manner. POINT must comply with our legal obligations to ensure that the
candidates are suitable and competent for the job and that the information they
have provided in their application is verified.

8.2 The following checks are to be used to vet all new colleagues, prior to offering
employment.

• Proof of identity and right to work in the UK
• Reference checks for the whole of the previous 3 years of employment
• Proof of qualifications, if relevant to the role

8.3 All candidates must have the proof of identity confirmed by HR before they are
offered employment. They must submit original documents (on the approved list) to
prove their identity and their right to work in the UK.

8.4 Candidates are required to disclose any unspent criminal convictions under the
Rehabilitation of Offenders Act 1974. Possession of a criminal record does not
necessarily preclude the candidate from employment. Information which has a
bearing on the requirements of the post will normally be discussed with the
candidate at interview.

8.5 If information given during the application process is found to be untrue, the
offer of employment will be withdrawn.

9. Health Checks

Successful applicants who declare a disability or may require adjustments to their
work or working environment can be referred to our Occupational Health
provider. Where reasonable adjustments are agreed these must be recorded in
writing. The candidate should also receive written confirmation of whatever
adjustments have been agreed.


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