2.9 Staff Recruitment |
POLICY
To ensure where possible that the most suitable people are employed for the work involved.
We are an equal opportunities employer.
Contents
1. Processing Applications
| The application form requests a complete employment history since leaving school including explanations for any gaps, qualifications, reference details and a section on mental and physical health. If the application form gives rise to any concerns, or there appear to be any contra-indicators, the applicant’s GP will be consulted as appropriate. Upon receipt of written references, the referee must be contacted by telephone to confirm the content. |
Once an application is received this will, in the first instance, be viewed by the Administration Manager and then put forward to the selection panel which comprises of the Senior Management.
The candidate will then receive notification of an interview date.
| All posts with Bryn Melyn Care will be subject to an enhanced disclosure and at least two satisfactory references, one of which must be from current/last employer and this will be clearly stated on the job advertisements. |
2. The Interview Process
Depending on the position applied for, the interview may comprise of two parts:
- A short written piece
- A formal interview which is scored
The interview panel will be made up of at least one Home Manager and one Area Manager. The overall score for the candidate will be reached using the agreed criteria.
Candidates will be informed of the outcome of their interview by phone in the first instance and followed up in writing. Candidates are offered the chance to receive feedback.
Candidates are requested to bring a Passport, Birth Certificate and Driving Licence with them to their interview so that the Administration Manager can:
- Verify the candidate’s identity
- If successful, start the relevant checks, including enhanced disclosures.
| Upon receipt of an enhanced disclosure and references which reveal no causes for concern, the candidate will then be asked to give a suitable date of commencement. |
3. Training
| Each new candidate will be put through our comprehensive induction training. This will involve a combination of classroom training, all relevant foundation training and work-based practice in the homes before being allowed to work independently. |
All those involved in the interview and selection process will receive appropriate training.
4. Internal Job Applications
All vacancies regardless of position must be advertised in house. This is additional to external advertising if relevant.
All in house vacancies will be distributed on a monthly broad sheet sent with pay slips.
Any member of staff who wishes to apply for a vacancy must inform their line manager of their intention to do so.
Confidential discussions with the relevant personnel can precede this without prejudice. Following these discussions it is incumbent upon the member of staff to inform the appropriate manager immediately of any intention to withdraw their interest.
Staff will not be required to complete an application form but will be subject to the same selection procedure as applied to external candidates. This could include a request for additional personnel information.
Personnel records will be available only to Senior Management.
In making their application staff will be asked to supply a full training record inclusive of any qualifications gained. For these purposes staff should have access to Divisional training records.
Staff moving across divisions will be subject to a further Police check
Staff must inform their line manager immediately of a successful application.
There will be at least one month’s notice period to be served. This is at the discretion of the Senior Management.
The Senior Management will communicate and liaise about any staff movements in order to minimise any detrimental effects for the young people and the service.
End