This policy is designed to assist you to recruit and select the best candidate for a vacancy. In doing so it also enables you to take account of: Requirements for compliance with UK Immigration legislation see paragraphs 60, 61 and See Equalities web site:
A new Equality Act came into force on 1 October The Equality Act brings together over separate pieces of legislation into one single Act.
Combined, they make up a new Act that provides a legal framework to protect the rights of individuals and advance equality of opportunity for all.
Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have, or because they associate with someone who has a protected characteristic.
Applies to age, race, religion or belief, sexual orientation, disability, gender reassignment, and sex. Applies to age, race, religion or belief, sex, sexual orientation, marriage and civil partnership, disability and gender reassignment.
Applies to age, disability, gender reassignment, race, religion or belief, sex, and sexual orientation. Victimisation occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act; or because they are suspected of doing so.
An employee works as a project manager and is waiting for a promised promotion. However, after that person tells his boss that his partner return from the army and has been physically disabled; the promotion is removed. This may be discrimination against the employees because of their association with a disabled person.
In this case the employee should not be removed from their aspirations for promotion because of any third party. A change in the Equality Act allows a direct discrimination claim payment is made, even if you can not find a comparison of real people. This means that a claimant can demonstrate that he would have received better pay from your employer if they were of different sexes.
You may have a claim, even if no one from the opposite sex doing equal work in the organization. This would be claim under a sexual discrimination. Employment equity and efficiency at work should not be minimized by sexuality.
If an employee can perform the task assigned, then the employee must receive a fair payment. Jim is 45 but looks much younger. Many people assume that he is in his mids. He is not allowed to represent his company at an international meeting because the Managing Director thinks that he is too young.
Jim has been discriminated against on the perception of a protected characteristic. During the selection process of potential candidate, we must consider two main considerations. This describes the imperative need to handle the position.
The potential employee's educational background is important. Check for completion of degree or courses that complement the business.
Experience in specific areas such as answering telephone lines or account management, for example, may be essential for specific staff functions.
The specific skill set for potential employees is a critical factor; determines whether you will be hired or not. For example, if you own a handyman service, you want people who can handle carpentry work.
Similarly, if you own a beauty salon, your employees will be able to give manicures.Recruitment and selection (safer recruitment) procedure: – Identifying a vacancy Documentation required at interview – Conditional offer of employment Review existing job description and person specification for the role to ensure.
CRB Documentation Checklist Asylum and Immigration Documentation Checklist Employee Development within Milton Keynes Council runs a ‘Safer Recruitment’ course which is designed to ensure participants’ understanding of the process The person specification must be specific, relevant to the requirements of the posts.
Panel members should assess all the candidates against the person specification requirements the exercise is designed to assess eg leadership, teamwork, interpersonal ability, listening skills, strategic thinking, knowledge and understanding of the subject, negotiating skills etc. P1 - Describe the recruitment documentation used in a selected organisation. Job Advert, Job Description, Person Specification, Application Form, Contract of Employment Order the steps to describe the recruitment process. This file may not be suitable for users of assistive technology. Request an accessible format. If you use assistive technology (such as a screen reader) and need a version of this document in a.
Through statutory registration of Health and Social Care Professionals, CORU seeks to protect the public by promoting the highest standards of conduct, education, training and competence. RECRUITMENT AND SELECTION POLICY Prepared by: Jackie Hesslegrave, Business Manager Checked by: Peter Hawksworth, Headteacher basis of the applicant’s competence or ability assessed against the person specification for the post.
responsible for recruitment and selection have a duty to scrutinise documentation. All recruitment and selection of employees must be fair, open and transparent. The • Person specification. The person specification outlines: • Qualifications • Skills All new employees must provide documentation confirming their identity.
c) Draw up a person specification for the job using the correct iridis-photo-restoration.comtment documentation Ashton Consultants are very pleased with your report.
cost implications. In addition to this a job description and person specification will need to be drawn up.