Recruitment Policy

1. Introduction

This policy sets out the commitment of the company to ensure its recruitment procedures are effective, fair, and non-discriminatory.

The aim of the policy is to ensure that the recruitment activities of everyone within the company:

• Comply with the Equality Act 2010

• Provide opportunities for members of the local community, regardless of ethnic, social, or economic background

• Are objective and fair

• Identify, reject, or deter applicants who are unsuited to work with children or vulnerable adults where the role will involve such work

• Meet our data protection obligations

• Comply with the Home Office Right to Work in the UK

2. The Recruitment Process

When directly recruiting new employees, we will follow the process set out below:

A. Job Descriptions
Each role we recruit for will have a job-specific description setting out the key roles and responsibilities. The job description will include a person specification that outlines the key personal qualities and qualifications/certifications required to carry out the role. Personal qualities should be relevant to the performance of the role and capable of objective assessment.

B. Advertisement
Each available job will be advertised publicly and internally. To ensure job opportunities are available to the local community, they will be advertised through widely accessible channels such as local job centres, websites, and newspapers. Where specific qualifications are required, roles may also be advertised through relevant industry publications and websites. All advertisements should summarize the role, inform applicants where further information can be obtained, and include the company’s commitment to Equal Opportunity and the Right to Work in the UK. Advertisements must specify a realistic closing date for applications.

C. Application Forms
All applicants, regardless of how they became aware of the role, will be required to complete a standard application form. The form will request contact information, education, work history, and how the applicant meets the person specification. The form should not ask for health information, except for details on adjustments needed due to impairments or disability. All applications received by the specified closing date will be considered.

D. Sifting
Each application form will be assessed by the same person or persons against the job description. Any information collected for monitoring equality and diversity must be separated prior to the sifting process. Each assessor will make notes on why an applicant does or does not meet the job description. Applicants who meet the job description will be invited to interview.

E. Interview
Applicants who pass the sifting stage will be invited to an interview in writing and asked to confirm attendance. All interviews will be conducted by the same two or more persons, and a set of standard questions will be prepared for each role. Written notes of the interview will be made.

F. Final Decision and Offer of Employment
After the interviews, those responsible for recruitment will make a final decision based on the application and interview responses. A conditional offer of employment will be made to the successful applicant(s) in writing, specifying any pre-employment checks. References will only be taken up after a conditional offer has been made.

G. Pre-Employment Checks
The following checks will be undertaken after a conditional offer of employment:

• Proof of right to work in the United Kingdom

• Health questionnaire

• References

• Inspection and copying of pre-requisite qualifications or certifications

Additional checks may include:

• DBS checks for roles involving work with children and/or vulnerable adults

• Credit checks for roles involving money or access to company accounts

3. Equality & Diversity

The company is committed to equality and diversity in all aspects of employment. Therefore, the recruitment process must not be indirectly discriminatory or carried out in a discriminatory manner. 

The following principles, taken from the Company Equal Opportunities Policy, must be applied:

• All vacancies will be advertised internally and be accessible to all employees, including those on leave. In cases of restructuring or redundancy, vacancies may be ring-fenced for employees whose positions are at risk.

• All recruitment decisions will be based on fair and objective criteria. Decisions will be made on suitability for the role, not assumptions about who can perform certain types of work.

• All selection tests will be job-specific and designed to assess suitability for the role.

• Reasonable steps will be taken to remove barriers to recruitment and employment for applicants with protected characteristics, such as adjustments to assessments or making materials available in alternative formats.

• Applicants with disabilities should notify the company as soon as possible if they require adjustments to the recruitment process to remove any disadvantage.

4. Safeguarding

Some roles within the company may involve working with children and vulnerable adults. The company is legally obligated to take all reasonable steps to ensure that employees are suitable for such roles.

The following additional processes will be implemented for roles involving work with children or vulnerable adults:

• The individual will be required to apply for an enhanced Disclosure and Barring Service (DBS) check (including checks against the Children and Adults Barred Lists).

• Potential employees listed on the Barred Lists will not be permitted to commence employment.

• Where a DBS check discloses a criminal conviction, the company will assess the employee’s suitability based on the type and severity of the offense, the age at the time of conviction, and the nature of the role.

• Overseas applicants must provide a comparable disclosure from their previous country of residence if they have not lived in the UK long enough for a full DBS check.

For Agency Workers, Contractors, and Volunteers:

• Enhanced DBS checks and proof of the Right to Work in the UK are required.

5. Data Protection

The company will keep copies of DBS certificates and related documentation for no longer than necessary, and for a maximum of six months from the date the recruitment decision is made.

Documents will either be returned or destroyed by shredding. Access to this documentation will be restricted to those making the recruitment decision and the Director, and information will only be disclosed as required by law or with the individual’s consent.