Recruitment & Selection - Home Page

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