Staff Recruitment and Selection Policy
This policy is produced to support our aim to ensure that no individual is disadvantaged during recruitment and promotion within the company. The recruitment and selection process is crucially important to our Equality and Diversity policy. To this end we will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.
The Company will ensure, through it’s policies and actions that:
Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy
Job descriptions will be revised to ensure that they are in line with our equality and diversity policy. Job requirements will be reflected accurately in any personnel specifications.
We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.
We will not confine our recruitment to areas or media sources which provide only, mainly, applicants of a particular group.
All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.
All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate.
Where possible, short-listing and interviewing will be carried out by more than one person.
Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.
We will not disqualify any applicant because he/she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job.
Selection decisions will not be influenced by any perceived prejudices of other staff.
Training and promotion
Directors and other applicable employees will receive training in the application of this policy to ensure that they are aware of its contents and provisions.
All promotion will be in line with this policy.
Disclosure and Barring Checks
Primarily, CRB Checks are used by businesses, companies, recruitment agencies and organisations in the public, private and voluntary sectors, to make safer recruitment decisions by identifying candidates who may be unsuitable for certain work that involves children or vulnerable adults.
The Criminal Records Bureau (CRB) is now called the Disclosure and Barring Service (DBS) - CRB checks are now called DBS checks.
AGL Training will only arrange a DBS check on a successful job applicant. Jobs that involve caring for, supervising or being in sole charge of children or adults require an enhanced DBS check (previously called an enhanced CRB check). This includes checking whether someone is included in the 2 DBS ‘barred lists’ (previously called ISA barred lists) of individuals who are unsuitable for working with children/adults.
As AGL Training complete less than 100 checks per year we use an umbrella body to process the DBS checks on our behalf. We submit a written and signed application form which includes a ‘proof of identity check’. A disclosure (an official certificate containing impartial and confidential criminal history information held by the police and government departments) is then returned to the applicant/ourselves.
If a disclosure contains no record of criminal convictions it is considered to be a testament to good character.
It is against the law for employers to employ someone or allow them to volunteer in this kind of work if they’re on one of the barred lists and therefore AGL Training can withdraw a job offer if the results show anything that would make the applicant unsuitable after checking the DBS Code of Practice. If withdrawn from employment, the applicant would be advised of where they can get independent advice and guidance.
Each Disclosure will show the date on which it was provided. The older the Disclosure the less reliable it becomes. At AGL Training, we recommend that disclosures should be renewed every 3 years. Staff are given a responsibility to inform us of any criminal investigations or convictions that occur which may affect their employment.
We will refer someone to the DBS if they are sacked because they harmed a child or adult, sacked them because they might have harmed a child or adult otherwise or were planning to sack them for either of these reasons, but the person resigned first.
We will maintain and review the employment records of all employees in order to monitor the progress of this policy.
Monitoring will involve:
a) the collection and classification of information regarding the race (in terms of) ethnic/national origin, the sex and disability of all current employees.
b) the examination by ethnic/national origin, sex and disablement of the distribution of employees and the success rate of the applicants.
c) recording recruitment, training and promotion records of all employees, the decisions reached and the reasons for those decisions.
The results of monitoring will be reviewed at regular intervals (at least annually) to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary to adjusting this policy to afford greater equality of opportunities to all applicants and staff.