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Recruitment and Selection Policy and Procedures

‚ÄčAim of the policy

One of the aims of our strategic document 'Aiming High' is to make the borough a place where people want to come to live and work. The Recruitment and Selection Policy supports this aim by seeking to appoint employees with appropriate qualifications, skills and experience to identified vacancies to be able to deliver council services to the community effectively.
 
The policy is set out within a framework of 12 core principles, supported by further written guidance, advice available from officers within the HR Service and an ongoing programme of training.

Objectives

In recruiting and selecting employees, the objectives of the policy are to:

  • Ensure that the nature and type of job vacancy is established, for example the role to be filled, duties, grade, number of hours and duration (permanent, fixed term, temporary, casual).
  • Choose a method of recruitment and selection appropriate to the circumstances.
  • Generate a pool of potentially suitable applicants.
  • Fill vacancies within an optimum timescale, efficiently and with best use of resources.
  • Ensure candidates are able to demonstrate their abilities and suitability for the role.
  • Provide recruitment information that is clear, concise and appropriate to the job role.
  • Appoint candidates most likely to be able to succeed in the role.
  • Ensure recruiters are appropriately trained and provided with adequate advice and guidance so as to be able to assess and manage the risks and benefits involved in making recruitment decisions.
  • Adhere to both the letter and spirit of the law and council policies framing recruitment and selection, particularly in relation to equality and diversity and discrimination.
  • Promote a positive image of the council as an employer and service provider.

Mandatory requirements

The 12 core principles:

  1. The process must be appropriate and relevant to the job concerned.
  2. The process must be objective and free from bias.
  3. All appointments must be made on merit.
  4. The process must be inclusive.
  5. The process must be able to deliver the right person for the job.
  6. The process must be timely and cost effective.
  7. The process must be undertaken by competent people who are skilled and trained in the procedures involved.
  8. The process must be able to demonstrate how all information relevant to the process has been considered.
  9. The process must be open for all to see.
  10. The process must enable any applicant or potential applicant to raise issues regarding the process if they wish to do so.
  11. The process must ensure that any vulnerable groups are appropriately protected.
  12. The process must ensure that positive references and pre employment medical screening have been undertaken.

Recruitment and Selection Handbook - Policy, Framework and Guidance for Managers and Recruiters (781kb pdf)