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document is more suited to the induction programme for the successful candidate. Send detailed information to the short listed candidates only if it is necessary for any assessment process or to stimulate discussion at the selection stage. Equality Issues Be very cautious about including hyperlinks to specific information on fifedirect, as not everyone will have easy access to this. If it is essential that applicants read this information, then include it (or a summary) in the packs so that those requesting packs posted to them will also have access. The Instruction Sheet of the application pack already informs applicants that further information is available on fifedirect and that access is available free at all Fife Libraries. Many applicants will seek out such information for themselves. Application Form Application forms need to be treated confidentially: only those who are involved in the recruitment process should have access to application forms. Paper Application Form Paper application forms, based on the online version are available from the recruitment administration team. Curriculum Vitae Curriculum Vitae (CV) should usually not be accepted in place of or in addition to the application form. If a CV is accepted it must not contain any of the personal information excluded in the application form, e.g. first name, sex, age, name of school. Equal Opportunities Fife Council is serious about eliminating unfair discrimination and promoting diversity and equal opportunities. The Council is committed to providing employment opportunities on a fair and equal basis and creating a working environment for all employees that is safe, accessible, and free from harassment or discrimination and which values and respects each individual’s identities and cultures. It is against Council policy and illegal to discriminate against a candidate because of race or ethnicity, gender (including considering, undergoing or having completed gender reassignment), sexual orientation, age, religion or belief, disability, or Trade Union affiliation. Equal Opportunities Monitoring To achieve this we need to collect information about age, gender, race, religion and disability. Monitoring is required by law. The information obtained about applicants and employees enables us to check: • applications are being received from a broad cross-section of people Managing People Recruitment & Selection Fife Council October 2013 10 RS11
• people appointed represent a cross-section of people who apply and are suitably qualified • our recruitment and selection procedures and working practices are fair • our policies meet the diverse needs of our employees This is done by the recruitment portal or the HR Direct Recruitment Team. Positive About Disabled People – Disability User symbol Fife Council have been awarded the disability user symbol demonstrating our commitment to good practice in employing disabled people. With this symbol, disabled people know which employers will be positive about their abilities. We must adhere to the five commitments under the disability symbol user scheme. Recruiting managers must demonstrate the commitment to interview all applicants with a disability who meet the minimum essential criteria for a job vacancy and to consider them on their abilities. Further Reading EO01 Equality of Opportunity Policy and EO11 Equality of Opportunity Guidelines Eligibility to Work in the United Kingdom Immigration Asylum and Nationality Act 2006 This Act requires us to make sure that anyone we employ is eligible to work in the United Kingdom. In 2008, the Government launched the Points Based System (PBS) for employing people from outside the European Economic area & Switzerland. This group of migrant workers need to pass a points-based assessment before being given permission to work in the UK. If a migrant has enough points, they will be issued with a Certificate of Sponsorship which can only be issued by employing organisations if they have a license awarded by the UK Borders Agency. For more information on recruiting someone who requires a Certificate of Sponsorship, please see RS20 Employing Overseas Workers. Documents to be checked Each candidate should be asked to produce appropriate documentation (see below) to confirm that he or she is legally permitted to work in the UK, as listed in the Immigration Asylum and Nationality Act 2006 leaflet (RS50 Recruitment Letters and Forms The job applicant must provide documents from either: • List A contains documents that show on-going permission to work in the UK. • List B contains documents that show permission to work in the UK for up to 12 months. This leaflet is sent with the invite to interview letter, so candidates will know what documentation they need to produce. Such checks must be done for every applicant, to ensure that everyone is treated equally and to prevent Managing People Recruitment & Selection Fife Council October 2013 11 RS11
Page 1 and 2: Recruitment & Selection G u i d e l
Page 3 and 4: Recruitment Checklist There are man
Page 5 and 6: Short Term Recruitment Procedure Th
Page 7 and 8: While it is important to provide de
Page 9: available. If this is not done, it
Page 13 and 14: you are presented with these docume
Page 15 and 16: Fast Path Enquiries CCU 5 th Floor
Page 17 and 18: Once a decision on who to appoint h
Page 19 and 20: Starting Salary on Appointment Duri
Page 21 and 22: • The Council’s insurer has con
Page 23 and 24: If a file contains disciplinary war
Page 25 and 26: Establishment Change Process Flow C
Page 27: Person Specification (Appendix 3) P

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