Selection policy template

£ 20

This model selection policy outlines the process when interviewing and hiring a new employee.

Reading time icon
Time to read / prep / use
5 mins
Document specs icon
Document specs
305 words, 2 pages
Date last reviewed icon
Date last reviewed
1 June 2024
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selection policy template

What is this policy for?

The purpose of this Selection policy template is to provide you with a flexible and customisable document to serve as a robust and effective starting point for you.

By using our Selection policy template, you can streamline your process, maintain consistency and accuracy, and save time, and it can be easily adapted to fit your specific scenario.

Best practice timescale for this to be issued
When should this policy be issued?
During onboarding / after changes / planned refresher
Issued by who, to whom
Who should issue this policy, and to whom?
Internally issued to appropriate recipients in your Company
Applicable legal jurisdictions
In which jurisdictions can this policy be used?
Great Britain & NI (United Kingdom), Worldwide

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.

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This policy [does not] form[s] part of your terms and conditions of employment.

Version: [1.0]

Issue date: [date]

Author: [name, job title]

Why buy our Selection policy template?

Our content:

Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
Maintains your compliance with ACAS guidelines, legislation, and industry best practices.
Includes 12 months access to your purchase, with email alerts if updated or expanded.

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Wasting money buying documents that don't meet best practice or legislation.
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