Selection policy template
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This model selection policy outlines the process when interviewing and hiring a new employee.
This policy has three parts: an 'overview' that explains what it's about, 'scope' which details who it applies to, and 'general principles' that list the main rules it follows.
Why this policy is necessary
This Selection policy template aims to offer you a versatile and customisable tool, serving as a solid foundation for your needs. Utilise it to ensure consistency, enhance accuracy, and save valuable time.
Adapt it to suit your unique requirements, ensuring efficiency and effectiveness in your HR processes.
Specifications
5 mins
305 words, 2 pages A4
1 July 2024
Selection
Overview
Our employee recruitment policy describes our process for selecting job candidates.
We are committed to our equal opportunities at every selection stage, and the hiring process will be free of discrimination.
Scope
This recruitment policy applies to all employees who are involved in hiring for [company name]. It refers to all potential job candidates.
General principles
Employee selection stages
Our company has a standard hiring process that may be tweaked according to a role's requirements. Our standard process involves:
- CV screening
- Phone/video screening
- Interview
Hiring managers may choose to add/remove stages depending on the role they're hiring for. For example, they can add the following selection stages/methods:
- Assessment centers
- Group interviews
- Competency/Knowledge or other selection tests
In most cases, the stages of CV screening and interview are compulsory.
Interview feedback
Recruiters/ hiring managers should always inform candidates they interviewed that they decided to reject them. Leaving candidates in the dark can be damaging to our employer brand.
Also, we encourage hiring managers to send interview feedback to candidates. They should first though check with HR to make sure they won't invite legal action. Being brief, respectful and keeping feedback job-related are the general rules for writing feedback emails to candidates.
Revoked offers
In case when a formal has to be revoked, the hiring manager and human resources department should draft and sign an official document. This document should include a legitimate reason for revoking the offer. Legitimate reasons include:
- Candidate is proved to not be legally allowed to work for our company at a specific location
- Candidate has falsified references or otherwise lied about a serious issue
- Candidate doesn't accept the offer within the specified deadline (deadline must have been included in the offer letter)
Hiring managers and HR must notify the candidate formally as soon as possible.
This policy [does not] form[s] part of your terms and conditions of employment.
Version: [1.0]
Issue date: [date]
Author: [name, job title]
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