PR12 - Recruitment Policy and Procedure

Transcription

1 Westminster Hmecare Purpse PR12 - Recruitment Plicy and Prcedure T ensure that persnnel are recruited when necessary, and that the best persn fr each vacancy is selected. T cmply with statutes, regulatins and quality standards. Scpe Plicy All recruitment. The best persn fr each vacancy will be recruited, regardless f age, sex, race, creed r disability. Wherever pssible, existing emplyees will be invited t apply fr prmtin pprtunities. A decisin t interview, shrtlist r ffer emplyment will take n accunt f an applicant s trade unin membership r nn-membership. Interviewers wh are nt cmpletely sure that they can cmply with the highest standards f interviewing will seek and take the advice f the Registered Manager prir t engaging in interviews. It is a requirement that fr each interview a strategy is implemented t test the applicant against previusly agreed standards, and that these tests are carried ut and recrded. Specific attentin will be given t aviding discriminatin f any kind. Care will be taken t ensure that the interviewee has all f the infrmatin they require in rder t fully understand the jb n ffer, their respnsibilities and, cnversely, that n false-impressins are cnveyed. All recruited emplyees will be required t prvide a Natinal Insurance number, with evidence that it is valid (P45, NI Card) in rder t cmply with the Asylum and Immigratin Act All applicants will be required t establish their identity, using phtgraphic evidence (phtgraphic drivers license, passprt, etc) t establish their identity fr criminal recrd checks, and all candidates will be required t prduce dcumentatin f any change f name (e.g. marriage license), r sign a declaratin stating the reasn fr the name change. Candidates will be infrmed that, because the jb requires them t have access t vulnerable peple, if ffered the pst they will be subject, n recruitment, t a request fr their criminal recrds t CRB and that their emplyment will be cnditinal n that infrmatin being satisfactry. They will als be infrmed that the emplyer may make repeat checks at any time during their emplyment and disciplinary actin taken if the infrmatin received indicates that the emplyee is n lnger suitable, by reasn f relevant cnvictin r listing n the register f unsuitable persns. Care wrkers will be aged at least 16. Recruitment will be carried ut by use f Recruitment Packs fr Recruit Specificatin, Individual Candidate Applicatin and Jb Start and Inductin. The recruitment system embdied in the Recruitment Packs includes the fllwing prcesses: Recruit Specificatin Pack: Gaining authrisatin fr the recruitment frm the nminated Operatins Manager; Specifying the jb descriptin and the persn specificatin fr the recruitment in rder that the prcess is planned and nn-discriminatry; 1

2 Westminster Hmecare PR12 - Recruitment Plicy and Prcedure Cntrl f advertising t ensure that the crrect facts are published, and that the image f the rganisatin is either maintained r enhanced; An interview schedule t ensure that interviews are adequately planned and rganised; Applicant scre summary t ensure that the selectin is bjective, in line with the riginal jb and persn specificatins, and nn-discriminatry. Individual Applicant Pack: Telephne screening frms, in rder t balance the time savings made by excluding applicants wh d nt meet basic jb and persn specificatins frm the interview prcess, with the need t carry ut and recrd a nn-discriminatry prcess; A letter ffering interview, specifying the prcess and thse dcuments required, in rder t minimise the interviewer s wasted time; A Care wrker standards frm t place n recrd the views f the applicant abut the pst, in rder t begin the standard setting prcess fr perfrmance management in the future; The applicatin frm, including: Persnal details; Educatinal details; Skills details; Emplyment histry; Interests and hbbies, which may cntribute t Service Users life quality; Health details; Identity details; Capacity t wrk in the UK; Referees; Specific health questinnaires (nn-specific health questinnaires have been held t be discriminatry); Criminal recrds statements. Frm fr checking emplyment cntinuity and flagging up matters fr further investigatin; Identity-establishing checklist; Interview preparatin frms t enhance the interview effectiveness, and help avid discriminatin claims; Standard questins fr the interview, in rder t help structure the interview prcess and ensure that certain essential matters are discussed; Candidate risk assessment, fr use when any matter within the prcess gives rise t a cncern, fr instance the lack f a recent emplyer reference; Candidate scre sheet t prmte the cnsistent assessment f candidates, the 2

3 Westminster Hmecare PR12 - Recruitment Plicy and Prcedure scre given t be transferred t the scre summary in Recruit Specificatin Pack; Telephne reference request frms t recrd any telephne references taken, with a frm t ensure that a cpy f the recrd is signed by the referee fr the files; Standard reference requests where these are t be used in preference t telephne requests; Letters t the applicant: Rejecting their applicatin because they did nt meet the jb and persn specificatin, r t many applicants f the required standards were interviewed; Placing their applicatin n file, where they met the jb and persn specificatins, but n pst was currently available; Offering them the pst, ensuring that relevant details f the pst are recrded; Equal pprtunities mnitring frm, t be given ut annymusly fr annymus return, which will cntribute t the database which will infrm the rganisatin s equal pprtunities reviews. Jb Start and Inductin Pack: Starter Frm fr infrming administratin and payrll functins f the details required fr a new emplyee; Prcedure Authrity t make deductins frm fr signature by the new emplyee, t authrise the emplyer t make wages deductins ther than incme tax and Natinal Insurance; Inductin cntrl system; Disclaimer Dcuments; Training recrds; Statement f Main Terms and Cnditins, fr issue n the first day f emplyment; Persnnel file checklist; Three-mnth emplyment review pr-frma; Persnal cpy f the Cdes f Practice fr Scial Service Wrkers and Emplyers, t be given t the emplyee n the first day f emplyment. Cmplete ne Recruit Specificatin Pack, including: Reasn fr vacancy. Cpy the relevant jb descriptin; place the cpy in the Pack. Cmplete the persn specificatin, taking int accunt the current team members and any special requirements fr the Service User(s) t be supprted by this recruit. Write ut the prpsed advertisement in alliance with the branch s nminated Operatins Manager. 3

4 Westminster Hmecare Or PR12 - Recruitment Plicy and Prcedure Check advert aviding any ptentially discriminatry statements, such as thse referring t race, gender, age r sexual rientatin, r which set cnditins which place any grup at a disadvantage t anther due t their race, gender, age r sexual rientatin. Place advertisement. Place cpy f advert n emplyee ntice bard. Arrange fr sufficient telephne answering resurces t be available during expected telephne applicatin perid. Ensure that interview times are diary bked; enter times in the Recruit Specificatin Pack. Ensure that times f interviews include time fr preparatin befre each interview, interview time, and time t recrd the results f that interview. Spaces f 1 hur are recmmended. Ensure that a sufficient supply f the Individual Candidate Applicatin Pack is available, by the telephne that is t be used fr receiving the calls, tgether with the Recruit Specificatin Pack pen at Interview Schedule. Fr each telephne enquiry, use Telephne Enquiry Frm Ensure that all questins n the Telephne Screening frm are asked, and that answers are entered n the dcument. Decide, n the basis f the telephne screening answers, while the enquirer is still n the line, if they are suitable fr interview i.e. meet the basic jb and persn specificatin. If nt, infrm immediately, state the reasn, and recrd the reasn n the frm. If yes, ffer interview time, agree it, and recrd the candidate s name n the Interview Schedule against the agreed time. Ensure that the candidate is infrmed that the full interview prcess will take abut ne hur, that they will be given an applicatin frm t cmplete n arrival, and that a shrt written test f their understanding f care issues will be part f the prcess. Cmplete t this stage fr each telephne applicant. Send ut an Applicatin Pack Befre the interview day, set time aside fr a review f all Individual Candidate Applicatin Packs, listing any questins arising frm telephne screening n the Interview Preparatin sheet. Arrange fr tw peple (where practical) t cnduct the interviews, ne f whm shuld be the immediate supervisr r manager f the pst being advertised. If the interview is carried ut by nly ne persn by reasn f staff resurces n the day, the interviewer will be the Recruitment Training Officer, immediate supervisr, manager f senir management variable f the pst advertised. The interview will be preceded by a tur f branch accmpanied by a member f the staff team n duty. That team member will reprt their persnal impressins f the applicant t the interviewer befre the interview, and will be cnsulted abut the emplyment decisin. On interview day: Prepare interview rm, ensuring that interviews will be private and uninterrupted, making 4

5 Westminster Hmecare PR12 - Recruitment Plicy and Prcedure arrangements as necessary; If pssible arrange fr smene t receive candidates at the dr, with instructins t deliver them t a waiting area, making them feel welcme; If pssible, have the receptin persn give each candidate their wn Individual Applicatin Pack as they arrive, with instructins t cmplete the Care wrker standards and applicatin frm pages if nt previusly cmpleted; If this is nt pssible, ensure that all members f staff are aware that interviews are taking place, s that candidates are welcmed apprpriately and the interviewer is infrmed f their arrival. Befre each interview: Take the cmpleted Individual Applicatin Pack fr that candidate; Review telephne screening, Care wrker standards and the applicatin frm, and nte any issues arising n Interview Preparatin sheet; Check that educatinal qualificatins are apprpriate and adequate; Check wrk histry, nte and investigate all perids f n wrk; Nte any declared requirements fr adjustments fr disability; Check that references are cmplete and apprpriate; Check the applicant s Disclsure status; Check that identity has been clearly satisfied, and recent phtgraphs supplied; Check that all claimed relevant qualificatins are accmpanied by dcumentary evidence; Review the whle against the jb and persn specificatins. At the start f the interview, give a brief utline f abut Westminster Hmecare and in particular the terms and cnditins, ensuring that the terms given are nted n the interview lg. During interview, ask all required questins, nte answers n sheets prvided. Infrm candidate that, if they are successful in their applicatin, the ffer will be subject t the receipt f tw satisfactry references, f which ne must be frm the previus emplyer, and that they cannt start wrk until thse references have been received in writing. Als infrm them that their appintment will be subject t satisfactry infrmatin being received frm the DBS, t which they must be referred under the Health and Scial Care Act 2008, and that althugh they can start wrk befre the reply is received, the ffer f emplyment will be cnditinal n the cntent f the reply, and cannt be cnfirmed until a satisfactry reply has been received. All DBS disclsures t be cmpleted fr all candidates, irrelevant f their riginal cuntry f rigin, thrugh the nline prcess. On cmpletin f interview questins, ask the candidate if they have any questins. Answer any questins psed. Thank the candidate, tell them when the decisin will be made, and hw they will be infrmed. After the candidate leaves, cmplete the Scre Sheet. In the case f internal candidates, the full prcedure will be carried ut, but the cmpletin f frms and interview questins will be adjusted t take accunt f prir emplyment with the cmpany. On cmpletin f all interviews, transfer the scre fr each candidate nt the Applicant Scre Summary in the Recruit Specificatin Pack. Decide n the successful candidate(s), nting reasns fr rejectin and acceptance against every candidate. Make particularly cmprehensive ntes if the persn(s) ffered the pst(s) are nt the highest scring candidates. Crssing ut f ntes is nt permitted, and any alteratin must be scred thrugh allwing the riginal t be legible, and 5

6 Westminster Hmecare PR12 - Recruitment Plicy and Prcedure signed by the persn making the alteratin. When the shrtlist is cmplete, review every candidate file t critically questin all reasns fr rejectin and acceptance, bearing in mind that the cmpany des nt cndne in any manner chices made fr any reasn ther than the ability f the candidate t carry ut the jb as previusly specified, with n discriminatin due t race, sex, sexual rientatin, creed r disability. If the interviewer is unsure f their prpsed decisin in this area, they MUST cnsult the Registered Manager fr further guidance. Telephne each reference fr each successful candidate, cmpleting Reference Request 1 t 3 fr each candidate, with the cmpletin f the Reference request frm. Written References must nt be Testimnials and must be addressed t Westminster Hmecare r the emplyee respnsible fr btaining the reference. Emplyer references are t be accmpanied by a cmpany stamp r cmpliments slip fr verificatin. All written references must be verbally verified and this must be clearly evidenced n the written reference with the date and signature f the emplyee respnsible fr btaining the verificatin. If a candidate is cntra-indicated due t a reference, decide if the reference is t be accepted and the candidate rejected, r investigate further (fr instance, by recall f the candidate and further questining). In the case f Registered Nurses, telephne the NMC t test the validity f the given NMC PIN number. NB IN NO CIRCUMSTANCES PROCEED BEYOND THIS POINT TO OFFER A POST TO A CANDIDATE UNLESS: 1. At least 2 satisfactry written emplyer references have been received fr that candidate, including ne frm the last emplyer. 2. A Disclsure frm has been cmpleted and dispatched. 3. The ISA check is satisfactry (with n exceptins). 4. If there are any issues with 1 r 2 abve, cmplete an assessment using the frm supplied in the Individual Applicant Pack, and make an assessment as t the pssible implicatins f emplying this persn and expsing vulnerable peple t them. Discuss the matter with the registratin authrity if in dubt. Nte that n exceptins may be made if a persn is listed n the ISA register. All Qualificatin Certificates prvided by the candidate at interview are t be verified fr cnfirmatin f authenticity. Verbal verificatin is t be clearly evidenced n each cpy f the certificate with the name f the verifier, cmpany r cllege name and the date the prcess was cnducted. The certificate cpy is t be held n the candidates persnnel file. Fr all accepted candidates, telephne them t ffer them the pst n the terms and cnditins nted in the interview lg. If they accept, agree a start date, and tell them the appintment will be cnfirmed by letter. The letter will state that the appintment is subject t a satisfactry reprt frm the CRB, the receipt f which will enable the emplyment t be cnfirmed, but that until that time they must wrk under the cnstant supervisin f a fully ISA- and DBS-checked member f staff. On cmpletin f all ffer cntacts, cmplete the ffer letter in each Individual Candidate Applicatin Pack fr each successful candidate; pst a cpy f it t the candidates. Cmplete reference request letters fr each successful candidate, ensuring that a cpy f the telephne reference is attached, and pst t referees. Cmplete either a rejectin r a hld letter fr every unsuccessful candidate, as apprpriate, and pst a cpy t the rejected candidates. 6

7 Westminster Hmecare PR12 - Recruitment Plicy and Prcedure File the Recruit Specificatin and all Individual Candidate Applicatin Packs fr unsuccessful candidates tgether, in archive. Start an emplyee file with the Individual Candidate Applicatin fr each successful candidate. Befre the start day: Carry ut the 4 day Inductin Prgramme. Cmplete a Jb Start and Inductin Pack fr each new emplyee, particularly the frnt sheet; cmplete a Terms and Cnditins frm. On the start day, cmplete the Jb Start and Inductin Pack, cpy starter details frm the pack and send that t administratin, guide the emplyee t the lcatin f the Emplyee Handbk, shw them the main elements f the Handbk, and allw them time t read thrugh it. Ensure that the emplyee hands ver evidence f the validity f their Natinal Insurance number. Investigate further t a satisfactry cnclusin if they d nt. Hand the emplyee an Equal Opprtunities frm, ask them t cmplete it vluntarily. Arrange Shadwing with an existing experienced Care Wrker Arrange a 6 week review fr a prgress update supervisin Arrange a Three-mnth interview/prbatin meeting. Carry ut the interview, and if the emplyee is perfrming satisfactrily, cnfirm their appintment in writing. 7