TDLC Recruitment and Selection Policy

TDLC Recruitment and Selection Policy

Aim - To set out the minimum requirements of a recruitment process that will:

 Attract and select the best possible applicants to vacancies

 Meet statuary requirements of the Equality Act 2010

 Treat all applicants fairly and clearly.

Recruitment and Selection Procedures

At TDLC we are vigilant in our recruitment procedures. We follow this procedure

every time we recruit a new staff member to our team.

Identification of recruiting panel

 We have a minimum of two people on our recruiting panel. The sametwo

people are involved in every step of the process.

 At least one member of the panel will have attended training in safe

recruitment procedures.

Advertising

 We use the local authority job vacancy service to advertise vacancies and

sometimes use local newspapers and websites.

 All our adverts include a ‘recruitment and selection policy statement’ which

gives details of our equal opportunities policy and safe recruitment

procedures. For example, TDLC is committed to safeguarding and promoting

the welfare of adult learners and expects all staff and volunteers to share this

commitment. All applicants are subject to a satisfactory enhanced check by

the Disclosure and Barring Service (previously the Criminal Records Bureau).

Job application pack / recruitment materials

 Any person enquiring about the post will be supplied with a job application

pack which as a minimum, will include:

- Job description and person specification

 All applicants must provide a suitable C.V.

Short-listing

 We shortlist all candidates against the person specification for the post.

 We ensure all applicants receive correspondence regardless of whether

they are successful in reaching the interview stage or not.

 We welcome applications from all sections of the community. Applicants will

be considered on the basis of their suitability for the post, regardless of their

marital status, age, gender, culture, religious belief, ethnic origin or sexual

orientation.

TDLC Staff Recruitment and Selection Policy 

Interview stage

 Interviews will always be face to face.

 A minimum of two people, usually the manager and the deputy, will sit on

the interview panel. Both will be involved in the overall decision making.

 At the interview, each candidate will be required to prove their identity

against photo ID (for example a passport, birth certificate or driving licence)

and also produce documents to prove they are eligible to work in the UK.

 At the interview, candidates will be questioned using the same set criteria

and same questions.

 Candidates will be given a score for their answers.

 Candidates will always be required:

- to explain satisfactorily any gaps in employment.

- to explain satisfactorily any anomalies or discrepancies in the

information available.

- to declare any information that is likely to appear on a DBS

disclosure.

 The manager and deputy will then select the most suitable person for this

position based on these scores.

 Each candidate will receive communication from the company stating

whether they have been successful or not.

Employment checks

 The successful candidate will be subject to an enhanced DBS check

(Disclosure and Barring Service) previously known as a CRB check (Criminal

Records Bureau) prior to starting work.

 All qualifications will be checked against actual certificates and copies taken

for their personnel files.

Induction

 For all new staff, a clearly written and structured induction programme is in

place that includes training, shadowing and opportunities to read and

discuss policies and procedures.

 The induction plan sets out what new staff members will cover before

beginning work and throughout the 3-month induction period.

 All new staff will be allocated a buddy / mentor who will introduce them to

the way in which the setting operates.