Recruitment and Selection Policy
RECRUITMENT & SELECTION PROCEDURE INDEX 1.0 Scope 1.1 Purpose of the Procedure 1.1.1 Legal Requirements Recruitment and Selection Framework 2.1 Overview of the process Recruitment and Selection Provisions 3.1 Review the job and the need for it 3.1.1 Politically restricted posts 3.1.2 Unsupervised access to children or vulnerable adults 3.2 Design Selection Process 3.2.1 Panel Composition 3.2.2 Selection Tests 3.2.3 Interview Questions 3.3 Advertising 3.3.1 Advertising of vacancies 3.4 Short-listing 3.4.1 Short-listing 3.5 Interviewing 3.5.1 Arrangements for interviews 3.5.2 At the interview 3.6 Selection 3.6.1 Decision to Appoint 3.6.2 Checks 3.7 Offers 3.7.1 Offer of employment 3.8 Other requirements 3.8.1 Post interview feedback and notification to applicants 3.9 Monitoring recruitment and selection Further guidance
2.0
3.0
4.0
Appendix A – Authority to Recruit Form Appendix B – IPCC Politically Restricted Posts
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1.0 1.1
SCOPE PURPOSE OF THE PROCEDURE
Recruiting and selecting the right people is paramount to the success of the IPCC and its ability to retain a workforce of the highest quality. This Recruitment and Selection Procedure sets out how to ensure as far as possible, that the best people are recruited on merit and that the recruitment process is free from bias and discrimination. 1.1.1 Legal requirements Recruitment and selection procedures must comply with the IPCC’s Diversity Policy. This procedure incorporates compliance with the following legislation: • The Sex Discrimination Act 1975 • The Race Relations Act 1976, along with the Race Relations Act 1976 (Amendment) Regulations 2003 • The Disability Discrimination Act 1995 • The Employment Equality (Sexual Orientation) Regulations 2003 • The Employment Equality (Religion or Belief) Regulations 2003 Additional legislation that requires observance during the recruitment and selection process is: • The Asylum and Immigration Act 1996 • The Rehabilitation of Offenders Act 1974
2.0
3.0
4.0
Appendix A – Authority to Recruit Form Appendix B – IPCC Politically Restricted Posts
1
1.0 1.1
SCOPE PURPOSE OF THE PROCEDURE
Recruiting and selecting the right people is paramount to the success of the IPCC and its ability to retain a workforce of the highest quality. This Recruitment and Selection Procedure sets out how to ensure as far as possible, that the best people are recruited on merit and that the recruitment process is free from bias and discrimination. 1.1.1 Legal requirements Recruitment and selection procedures must comply with the IPCC’s Diversity Policy. This procedure incorporates compliance with the following legislation: • The Sex Discrimination Act 1975 • The Race Relations Act 1976, along with the Race Relations Act 1976 (Amendment) Regulations 2003 • The Disability Discrimination Act 1995 • The Employment Equality (Sexual Orientation) Regulations 2003 • The Employment Equality (Religion or Belief) Regulations 2003 Additional legislation that requires observance during the recruitment and selection process is: • The Asylum and Immigration Act 1996 • The Rehabilitation of Offenders Act 1974