POLICY ON RECRUITMENT AND SELECTION

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1 POLICY ON RECRUITMENT AND SELECTION Aim of the Policy This policy is intended to set out the values, principles and policies underpinning this agency s approach to recruitment. Policy Statement The aim of the agency s selection procedure is to endure that the most suitable candidate is chosen for the job and that all applicants receive fair and equitable treatment. Philosophy The agency is committed to providing equal employment opportunities to all job applicants irrespective of race, nationality, sex, union membership or disability. Job Posting The agency provides employees with an opportunity to indicate their interest in open positions and to advance within the agency according to their skills and experience. In general, notices of all regular, full and part-time jobs opening will be posted, although the agency reserves its right not to post a particular opening. To be eligible to apply for a posted job, an employee must be performing competently in their present position and have held it long enough to make a significant contribution. The agency encourages employees to talk with their supervisors about their career plans and supervisors are encouraged to support employees efforts to gain experience and advance within the organisation. An applicant s supervisor may be contacted for an account of employees performance, skills, and other factors relevant to any application they make. June 2016 Tabitha Home Care Recruitment & Selection 1

2 Any staffing limitations or other circumstances that might affect a prospective transfer may also be discussed. Personnel Selection All applicants will be sent an application form and a job description. Only applications made using the proper form and received by the advertised deadline will be considered. Applicants will be short-listed by comparing their application form with the person specification for the job. All short-listed candidates will be offered an interview and given details of the agency, the position for which they have applied and the terms and conditions of employment. Application Process 1. When a vacancy become open, a meeting is had with the senior managers to decide on the particular of such vacancy. These will include: When the vacancy become available The job description and person specification The wages/salary attached to that vacancy The closing date Who will be the contact person for that vacancy (usually the head of that department) 2. Once this is agreed, the vacancy is advertised using agreed source (e.g. jobcentre plus, internet, local newspaper etc.) 3. The advertisement will then generate application forms. These forms should be collected on a daily basis and handed to the contact person for that vacancy as stated above. 4. We inspect the application forms to make sure certain critical aspect of the form is completed appropriately : a. Personal Details b. Providing address for applicant that spans for over 5 years. c. Education and qualification along with grades and exams taken d. Training done after formal education e. Employment history with appropriates dates with each employer without any gaps. f. Next of kin g. References 5. The contact person will then short list from the applications, the person he/she would like to see for an interview. June 2016 Tabitha Home Care Recruitment & Selection 2

3 6. Interview will then be arranged based on a convenient time for the panel and the candidates and the times and dates diarised in the office diary. An is also sent to the panel to confirm the date and time of all interview and all the relevant forms prepared for the interview. A letter is also sent to the candidate to confirm the date and time and what they are expected to bring with them. 7. Following the interview, a decision is made as to whether or not each candidate will be accepted. This will be relayed to the administrative team and a letter sent to the candidate either saying they have not been accepted or they have been. 8. For the candidates who have been accepted, a letter is sent again asking that candidate to return to complete a DBS form and references are requested simultaneously. 9. When the DBS is return : a. If Successful we follow the recruitment policy b. If unsuccessful, a risk assessment will be done to assess if the candidate is able to be employed, we will then use experience carers to work with that person as a team. While we continue monitor them through supervision and their annual appraisals. 10. On the return of two (2) satisfactory references and the DBS 1 st, a letter is then sent to the candidate asking him/her to come in for a 3-5 day induction at the office along with the schedule for the days. The candidate will be ask provide (three grade 1 identification and 2 grade 2) i. Proof of national insurance ii. Proof of right to work in the UK iii. Proof of address iv. Proof of qualification ( originals ) v. Utility bill The practical half of the induction includes shadowing a senior care assistant. Based on feedback verbal and written, competency checks are made and a decision is made as to whether further training is needed. On the third day of induction, the candidate s photo is taken to get IDs printed and uniform ordered prior to start date. Otherwise, the candidate will be given a staff handbook, a contract along with other relevant documents which can be signed then or taken and returned before the agreed start date. Equal Opportunities Policy June 2016 Tabitha Home Care Recruitment & Selection 3

4 The agency practices an equal opportunities policy and wishes to recruit and employ those people who are best suited for the vacancies for which they have applied, regardless of sex, sexual orientation, religion, ethnic origin, race, disability or union membership (or lack of it). To monitor the translation of this intention into practice all applications (and their ultimate selection or rejection) will be viewed. All employees and applicants will, therefore, be required to complete a sex and ethnic origin form. Brief details of every application will be recorded on the form and the reason for inviting some and no other applicants for interview must also be recorded on it. References All offers of employment are made on condition that satisfactory references are obtained in respect of the applicant. If the reference proves to be unsatisfactory, the offer of employment may be withdrawn without the agency being in breach of contract. Applicants should confirm in writing that their present employer may be approached for a reference. If a reference, verbal or written, is deemed unsatisfactory, the appointee should be told and given written confirmation that the offer of employment is withdrawn since the condition to which it was subject has not been fulfilled. When recruiting new staff, the agency will refer to the Protection of Vulnerable Adults register and will perform a full police check on the candidates. Job Interviews Job interviews provide an opportunity for the agency to get the information it needs about applicants to decide which is most suitable for the position in question. Interviews will not be conducted until a complete application form has been received. June 2016 Tabitha Home Care Recruitment & Selection 4

5 Every attempt will be made to ensure that interviews are conducted under conditions which are favourable to interviewees giving their best. Interviewers must ensure that they have all the appropriate documentation before the start on the interview. The assessments made by the interviewers must be formally recorded on an interview assessment form. Interviewers must not make offers of employment or suggest variations to standard terms and conditions of employment at the interview. Offers of Employment Terms of appointment and employment between the agency and its employees are always confirmed in writing. If, due to exceptional circumstances, a verbal statement of terms cannot be avoided it should always be stated that it is subject to written confirmation. Formal offers of employment will be made in writing after all short listed candidates have been interviewed. Reference: Equality act 2010 Data Protection Act 2003 June 2016 Tabitha Home Care Recruitment & Selection 5

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