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Policy document package
Recruitment policy library

Recruitment and selection policy

When to use it

The aim of ths policy is to assist managers to ensure that they make an informed decision when interviewing and hiring a new employee.

Recruitment and selection

The recruitment and selection decision is vital to ensure that the best possible person-to-job fit is achieved and that the candidate will contribute significantly towards the Company's effectiveness. It is also important that new recruits show a willingness to learn, adapt and display the ability to work as part of a team.

This model Recruitment and Selection policy should help managers to ensure that these criteria are addressed.

Recruitment and selection should:

  • be fair and consistent;
  • be non-discriminatory on the grounds of sex, race, age, religion or disability;
  • conform to statutory regulations and agreed best practice.

To ensure that these aims are achieved, all appointing managers should receive training in effective recruitment and selection.

The Recruitment Process

The following procedure should be used when a post is to be filled:

  1. Define the job. If it is an existing post, is an exact replacement required or is this an opportunity to revise the requirements. If it is a newly established post be clear on the exact requirements, draw up a job description and consult the appropriate Director / HR Department in relation to the appropriate grade and salary.
  2. Complete a Job Vacancy Form which confirms:
    1. details of the post
    2. final approval from the appropriate Director
    3. in the event of the job being newly established, the approval of the Chief Executive / MD, and confirmation from the Director of Finance, that funding is available.
  3. Send the Job Vacancy Form to the HR Department. No vacancy can be processed without this authorisation.
  4. Ensure the Job Description and person specification are up-to-date. Contact the Human Resources Department for advice / any assistance in completing these.
  5. Collate an information package appropriate for the post. This package should include:
    1. job description and if appropriate, the person specification
    2. information on the department
    3. information on the Company
    4. terms and conditions of employment
  6. It is important that this pack is carefully put together in order to present a professional image of the Company, therefore out-of-date or poorly presented information is not suitable.
  7. Discuss with the HR Department / appropriate Director the most effective means of obtaining suitable candidates. The following options should be explored (in this order):
    1. Internal advert within the Company
    2. Examination of previous applications, or those held on file within the HR Departm

The full Recruitment and selection policy will be available once purchased.

Reviewed 26 January 2022