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Recruitment and Selection Training The Council is committed to ensuring that those involved in the recruitment and selection of new employees are trained. It is the responsibility of Services to ensure that every panel must have at least one interviewer who is fully trained. A basic recruitment and selection unit is also available on “E-learning” which can be accessed via FISH. Pre-Employment Health Screening There is a pre-employment screening procedure (RS61 Pre Employment Health Screening). This ensures that potential employees are able to do the job without risk to themselves or others while providing equal access to employment. There are different processes for health screening depending on the type of work being recruited for. Managers should read and comply with the instructions in RS61 Pre Employment Health Screening. If the procedures are not followed correctly there is a risk that Equality or Health and Safety laws will be broken. A recruiting manager might be personally liable if an injury or illness is caused by a failure to do health screening properly. This can be avoided by following the procedure. All successful candidates must complete a pre-employment health declaration or health questionnaire. Some applicants, depending on role or the answers given to the declaration or questionnaire may be invited to a medical examination. Offers of appointment should be provisional until health screening is complete. Occupational Health Assessment Categories There are three categories of job determining which occupational health assessment procedure is followed. • Category 1 – most jobs. • Category 2 - jobs requiring baseline and ongoing statutory health surveillance. Typically these would be jobs where employees are required to use electrical/mechanical tools for a substantial amount of the working day and are possibly exposed to higher than normal noise levels, and, or skin irritants. • Category 3 – jobs requiring a medical assessment. This includes some specialist Heads of Service and above, and driving jobs, for example those requiring an LGV or PCV licence. Further Reading and Assistance RS61 Pre Employment Health Screening HR Direct Recruitment Team Managing People Recruitment & Selection Fife Council October 2013 18 RS11
Starting Salary on Appointment During interview it is important that the salary is discussed. Candidates need to be able to decide whether they wish to continue with their application based on the level of salary that will be offered. Care should be taken when discussing salary at interview as anything offered may be contractually binding and difficult to withdraw from at a later date. Successful applicants will normally be appointed at the scale minimum. Internal candidates where the job can be regarded as a promotion will be placed on the scale at a point that will result in a salary increase in line with Single Status Terms and Conditions (Single Status jobs) or National Conditions of Service (other jobs). Services can exercise discretion and offer a higher starting salary in exceptional circumstances. This should only be done in consultation with the HR Direct Recruitment Team. Recruitment Analysis To ensure that the Council can demonstrate that these procedures are fair it is essential that the recruitment exercise is well documented. This information could also form part of the evidence where an unsuccessful applicant complains, makes a claim to an Employment Tribunal or requests information under the Freedom of Information Act. In addition the information is essential if our Equal Opportunities monitoring is to produce accurate and meaningful results. Use the Recruitment Analysis Form for this. (See: RS50 Recruitment Letters and Forms.) Freedom of Information Requests The Freedom of Information (FOI) (Scotland) Act gives anyone the right to request information about any processes, including the recruitment process, within Fife Council. Although information which may identify individuals cannot be provided certain summaries of information can be. If an FOI request is received regarding any aspect of the recruitment process contact the HR Direct Recruitment Team immediately for guidance. References and Biographical Checks References – All Applicants References are a tool for confirming what an applicant has written or said during the selection process. Unless the reference indicates that the applicant has been dishonest in his or her application it should not be the sole reason for an interviewee to be selected or rejected. If an employment reference casts doubt on the suitability of the job applicant the selection panel should rigorously re-examine all the evidence available to them. Managing People Recruitment & Selection Fife Council October 2013 19 RS11
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