Recruitment Procedure

1. Introduction

1. The aim of this procedure is to ensure that a fair, consistent, non-discriminatory and effective practice is adopted in all areas and at all stages of the organisation’s recruitment process. This policy applies to the recruitment of permanent, fixed term and sessional staff.

2. Establishment of a vacancy/authority to recruit

1. A vacancy may arise from either the resignation/dismissal of an employee in an established post or, the creation of a new post approved by the management committee.

2. Where the vacant post is a previously established post and the manager wishes to recruit to the vacancy, (it is not automatically assumed that ‘like for like’ recruitment is to immediately follow a resignation, there may be operational reasons for a delay; the opportunity to make changes to the post), the manager should advise the management committee of any changes required to the job description and/or person specification. The senior manager/line manager will progress the vacancy or give approval for this to go ahead – recruitment advertising; putting together the recruitment pack; arranging the short-listing panel, advising upon interview questions etc. This is to ensure a consistent approach to recruitment is maintained.

3. Where a need has arisen for a new post to be created and recruited to, a development appraisal is required by the Management Committee, outlining the request for a new post and why it is required. This appraisal requires details of the strategic and financial implications of the post, any funding that may be available, the length of time for which the post is required (permanent or temporary) and the conditions it is dependant upon – e.g. external funding. The development appraisal must include a job description and person specification.

3. Recruitment advertising

1. All