Introduction
This policy sets out our approach to the recruitment process. It includes information about line manager responsibilities, the role of HR, job descriptions and employee specifications, assessment criteria, interviews (both remote and onsite) and equality, diversity and inclusion.
Line manager responsibilities
Line managers are responsible for recruitment, in conjunction with Human Resources. A line manager who wishes to recruit someone must first complete a Recruitment Proposal form which should be submitted to the CEO for approval.
Assessment criteria
We always aim to recruit the person who is most suited to each particular job. We recruit solely on the basis of the applicant’s abilities and individual merit as measured against the predetermined criteria for the job. Qualifications, experience and skills are assessed at the level that is relevant to the job.
Job descriptions and employee specifications
Before initiating the recruitment process, the responsible line manager, in conjunction with HR, must ensure that there is an up-to-date job description for the role and a clear employee specification.
The job description will describe the duties, responsibilities, level of seniority associated with the role and pay and benefits, while the employee specification will describe the type of qualifications, knowledge, experience and skills required for effective performance of the job.
Advertisement of vacancies
It is our policy that all vacancies will be placed on our Club website, displayed on the staff noticeboard, and sent to all staff via email. Line managers should encourage existing employees to apply for vacant posts if they have the appropriate qualifications, experience and skills.
For jobs we intend to advertise externally, managers must send the proposed wording for the advertisement to HR, who will put together the advertisement. Line managers should consider and discuss with HR appropriate channels to advertise the vacancy.
Equality, diversity and inclusion
We are committed to applying our equality, diversity and inclusion policy at all stages of recruitment and selection. We always carry out shortlisting, interviewing and selection without regard to an applicant’s sex, gender identity, sexual orientation, marital or civil partnership status, skin colour, race, nationality, ethnic or national origins, religion or belief, age, pregnancy or maternity leave or trade union membership.
We will never exclude any candidate with a disability unless it is clear that the candidate is unable to perform a duty that is intrinsic to the role, having taken into account reasonable adjustments. Line managers must only ask a candidate questions about their health where this is directly necessary for a particular role and, in any event, only once they have been shortlisted.
To prevent any candidate from being disadvantaged because of a disability, the individual responsible for communicating with applicants should ask each candidate whether they require reasonable adjustments to be made.
Interviews
Line managers conducting recruitment interviews will ensure that the questions that they ask job applicants are not in any way discriminatory or unnecessarily intrusive. The interview will focus on the role and the skills needed to perform it effectively.
Line managers must make a record of every recruitment interview and forward this to HR to be retained for a suitable period of time. To ensure fairness, the line manager should ensure that questions asked are consistent in all interviews for a particular job. On no account should any job offer be made during or at the end of an interview, but a period of consideration should be allowed to ensure fairness.
In some cases, we will hold interviews remotely via video call. HR should, in advance, provide the interviewee with details of how the interview will be conducted. They should also give the interviewee the opportunity to provide details of any reasonable adjustments that should be made or technological difficulties that they may encounter.
References
We ask every successful candidate to give their consent for us to obtain a written reference from their current or most recent employer and to provide us with documentary proof of any qualifications that are relevant to the role. Any offer of employment will be conditional on these requirements being satisfactory.
Right to work checks
We only employ individuals with a legal right to work in the UK or those that are independently able to obtain this by the agreed start date. All offers of employment will be subject to the candidate providing the required original documents or our organisation being able to carry out a check on the Home Office online right to work checking service confirming their right to do the work in question. To enable us to conduct an online check, the candidate must have shared their right to work details using the Home Office prove your right to work to an employer online service.
The requirement to provide evidence of the right to work in the UK applies to all new recruits, regardless of their race, nationality or ethnic or national origins.
Data protection
We process all personal data collected during the recruitment process in accordance with our Privacy policy.
We do not collect unnecessary personal data from applicants during the recruitment process. For example, we will only request bank account details and next-of-kin contact details from successful applicants. Data collected as part of the recruitment process is held securely and accessed by, and disclosed to, individuals only for the purposes of managing the recruitment exercise effectively to decide to whom to offer the job.