Aim of the Policy
This policy is intended to set out the values, principles and policies underpinning this agency’s approach to recruitment.
The aim of the agency’s selection procedure is to ensure that the most suitable candidate is chosen for the job and that all applicants receive fair and equitable treatment.
About our selection process
The agency is committed to providing equal employment opportunities to all job applicants irrespective of race, nationality, sex, union membership or disability.
All applicants will be sent an application form and a job description. Only applications made using the proper form and received by the advertised deadline will be considered.
Applicants will be short-listed by comparing their application form with the person specification for the job. All short-listed candidates will be offered an interview and given details of the agency, the position for which they have applied and the terms and conditions of employment.
All staff are employed in accordance with the codes of conduct of the General Social Care Council. As the registration of the social care workforce is extended, staff for posts for which registration is mandatory will be employed only on production of satisfactory evidence of their current registration.
The agency provides employees with an opportunity to indicate their interest in open positions and to advance within the agency according to their skills and experience. In general, notices of all regular, full and part-time job openings will be posted, although the agency reserves its right not to post a particular opening.
To be eligible to apply for a posted job, an employee must be performing competently in their present position and have held it long enough to make a significant contribution.
The agency encourages employees to talk with their supervisors about their career plans and supervisors are encouraged to support employees’ efforts to gain experience and advance within the organisation.
An applicant’s supervisor may be contacted for an account of an employee’s performance, skills, and other factors relevant to any application they may make. Any staffing limitations or other circumstances that might affect a prospective transfer may also be discussed.
All offers of employment are made on condition that satisfactory references are obtained in respect of the applicant. If the references prove to be unsatisfactory, the offer of employment may be withdrawn without the agency being in breach of contract.
Applicants should confirm in writing that their present employer may be approached for a reference. If a reference, verbal or written, is deemed unsatisfactory, the appointee should be told and given written confirmation that the offer of employment is withdrawn since the condition to which it was subject has not been fulfilled.
When recruiting new staff, the agency will refer to the Protection of Vulnerable Adults register and will perform a full police check on the candidates.
Job interviews provide an opportunity for the agency to get the information it needs about applicants to decide which is most suitable for the position in question. Interviews will not be conducted until a completed application form has been received.
Every attempt will be made to ensure that interviews are conducted under conditions which are favourable to interviewees giving their best. Interviewers must ensure that they have all the appropriate documentation before the start of the interview. The assessments made by interviewers must be formally recorded on an interview assessment form. Interviewers must not make offers of employment or suggest variations to standard terms and conditions of employment at the interview.
TLC Criminal Records Policy
Criminal Records Check Policy Statement
This organisation will:
- To comply with the law, use the Criminal Records Bureau (CRB) Disclosure Service to obtain information, to enable it to assess the suitability of applicants for employment in positions of trust.
- Comply fully with the CRB code of practice and not discriminate unfairly against any subject of a CRB disclosure on the basis of conviction or other information revealed. Having a criminal record will not necessarily bar an applicant from working for the organisation as the nature of a disclosed conviction and its relevance to the post in question will be considered first.
- Comply with the CRB code regarding the secure storage, handling, use, retention and disposal of CRB disclosures and disclosure information and with its obligations under the Data Protection Act 1998.
Appointments Requiring a CRB Disclosure
An appointee will be requested to submit to a CRB disclosure request wherever a risk assessment has indicated that the position requires working in a position of trust. For posts where a CRB disclosure will be required, the further particulars of the post will contain an indication that a disclosure will be requested in the event of the individual being offered the position. All subjects of a CRB disclosure request will be made aware of the CRB Code of Practice. Any information revealed in a disclosure that is likely to lead to the withdrawal of a job offer will be discussed with the applicant before the offer is withdrawn.
Where a conviction has been disclosed in an individual’s application for a post with the organisation, a discussion will take place at the end of the interview regarding the offence and its relevance to the position. Failure to reveal information relating to unspent convictions could lead to withdrawal of an offer of employment.
The Rehabilitation of Offenders Act 1974 provides that ex-offenders are not required to disclose to prospective employers convictions defined as ‘spent’ under the Act. However, it is this organisations policy to require all applicants to disclose all criminal convictions, both ‘spent’ and ‘unspent’ as they will be working with vulnerable adults in positions of trust.
CRB Disclosure’s and Data Protection
In this organisation:
- CRB disclosure information will not be stored on an employee’s personnel file but will be stored separately in lockable storage with access limited to those who are entitled to see it as part of their duties. A record will be maintained of all those to whom disclosure information has been revealed as it is a criminal offence to pass this information to anyone who is not entitled to receive it.
- CRB disclosure information will only be used for the specific purpose for which it was requested and for which the applicant’s full consent will have been obtained.
- Once a recruitment (or other relevant) decision has been made, CRB disclosure information will not be stored for longer than is necessary. This is generally for a period of up to six months to allow for consideration and resolution of any disputes or complaints. If, in exceptional circumstances, it is considered necessary to keep such information for longer than six months, consideration will be given to the Data Protection rights of the individual.
Once the retention period has elapsed, the organisation will ensure that any CRB disclosure information is destroyed and, while awaiting destruction, CRB disclosure information will be kept securely.
Protection of Vulnerable Adults List
The company is legally required to ensure that it does not employ people who are on this list. Applicants will be asked to declare at application that they are not on this list. Where it is found that a job applicant is on this list the company will cooperate fully with their legal duties under such circumstances.
Offers of employment
Offers of Employment
Terms of appointment and employment between the agency and its employees are always confirmed in writing. If, due to exceptional circumstances, a verbal statement of terms cannot be avoided it should always be stated that it is subject to written confirmation.
Formal offers of employment will be made in writing after all short-listed candidates have been interviewed.