Recruitment and selection within health
1 Understand the recruitment and selection processes in health and social care or children and young people’s settings
1.1 Explain the impact on selection and recruitment processes, in own setting, of: legislative requirements regulatory requirements professional codes agreed ways of working
The charity I work for is committed to involving people who use the care and support services in recruitment. The level of active participation and involvement will be determined by the individuals themselves with support from their current support staff and manager. The right person for the job will be recruited, ensuring they best fit the necessary skills, knowledge, expertise and qualifications as set out in the person specification and demonstrate an ability to make a positive contribution to the values and aims of my charity.
My charity is committed to equal opportunity for all candidates. This means that decisions made as part of any recruitment process will be based upon an individual’s ability to fulfil the requirements of the role as set out in the Job Description and Person Specification. Individual’s will be treated fairly throughout the process and in line with the Equality Act 2010, regardless of any protected characteristics including but not limited to gender, disability, age, race, religion and sexuality. My charity actively promotes equality of opportunity for all with the right mix of talent, skills and potential; applications are welcomed from a wide range of candidates, including those with criminal records. Having a criminal conviction does not necessarily preclude an individual from working within the charity although having certain criminal convictions may stop individuals from working in posts which involve regulated activity, for example within Care and Support services.
As part of the application process all applicants are required to disclose any criminal convictions to the charity. In addition, certain positions within the organisation are exempt
1.1 Explain the impact on selection and recruitment processes, in own setting, of: legislative requirements regulatory requirements professional codes agreed ways of working
The charity I work for is committed to involving people who use the care and support services in recruitment. The level of active participation and involvement will be determined by the individuals themselves with support from their current support staff and manager. The right person for the job will be recruited, ensuring they best fit the necessary skills, knowledge, expertise and qualifications as set out in the person specification and demonstrate an ability to make a positive contribution to the values and aims of my charity.
My charity is committed to equal opportunity for all candidates. This means that decisions made as part of any recruitment process will be based upon an individual’s ability to fulfil the requirements of the role as set out in the Job Description and Person Specification. Individual’s will be treated fairly throughout the process and in line with the Equality Act 2010, regardless of any protected characteristics including but not limited to gender, disability, age, race, religion and sexuality. My charity actively promotes equality of opportunity for all with the right mix of talent, skills and potential; applications are welcomed from a wide range of candidates, including those with criminal records. Having a criminal conviction does not necessarily preclude an individual from working within the charity although having certain criminal convictions may stop individuals from working in posts which involve regulated activity, for example within Care and Support services.
As part of the application process all applicants are required to disclose any criminal convictions to the charity. In addition, certain positions within the organisation are exempt