Recruitment & Selection - Home Page

More documents

Recommendations

Info

minorities, disabled people, older people and those with non-traditional but valid experience. This is illegal. By excluding unnecessary requirements we avoid being unfairly discriminatory. You must ensure that you are not too restrictive. This could also cause unlawful indirect discrimination. For example seeking lengthy experience can be discriminatory to people who have taken time away from work for childcare responsibilities. Experience of a particular kind of work is only one way of developing the skills required. Skills developed in other types of work, voluntary work, or in organising a family may be just as relevant to the role. These dangers are minimised when the person specification is written by referring to the job profile therefore linking it to the needs of the job. The person specification includes a standard health related essential criteria for every post in the Council – this should not be removed. Additional criteria can be added if applicable to a specific post, however Services should contact the HR Direct Recruitment Team for advice to ensure that criteria are not contrary to the Disability Discrimination Act. A template for the Person Specification is attached (Appendix 3). Covering the Vacancy by Means Other than Recruitment If the vacancy will last for four months or less it may be appropriate to fill the gap by secondment, acting up or redistribution of the work. In the case of secondment or acting up, an advert may not be necessary provided that you are satisfied that you are aware of all the employees who may be interested. Where it is decided that an advert is not necessary the rest of the procedures detailed in this guidance would normally be applied e.g. interested employees would still be interviewed before an appointment. The recruitment analysis and interview assessment forms should be completed as fully as possible. If only one employee meets the requirements of the job, or only one employee is interested, a meeting with the employee must be held in order that he or she is made fully aware of the duties and responsibilities of the job. When considering potentially interested employees you should also consider the possibility that there may be experienced and qualified people outside your own Section or Service. Caution needs to be exercised when considering not advertising a job. There is a potential conflict with equality of opportunity when not opening up job opportunities. When you consider that a job does not need to be filled in the normal manner this should be discussed with the HR Direct Recruitment Team and the Trade Union representatives for your Section or Service. Further Reading and Assistance TC01 Fife Council Single Status Terms and Conditions (Page 10 Higher Duties Allowance.) Managing People Recruitment & Selection Fife Council October 2013 4 RS11
Short Term Recruitment Procedure The Short Term Recruitment Procedure provides a fast track recruitment option which is normally a more cost effective alternative to recruitment agencies. Jobcentre Plus use their client database to identify a suitable short list to fill the vacancy. Managers will then interview and select as normal. This procedure can be used where there is an urgent short-term need to fill a post vacant up to maximum of 26 weeks. Such situations could be: • Short term workload problems • Cover for absence • A short term project • Cover while a longer term or permanent post is advertised For further guidance refer to RS14 Short Term Recruitment Procedure Manager’s Guidance. Advertising the Vacancy The advert is based on information contained in the Job Profile and Person Specification and should be written after these have been finalised. For advice on writing recruitment adverts and details of the corporate advertising style see the guide: RS21 How to Write a Full Text Recruitment Advert. The main purpose of a recruitment advert is to attract suitable candidates to the organisation and to the post. The following procedure must be followed when advertising a vacancy: Standard Recruitment Procedure All recruitment adverts are placed in: • FISH - the Council's intranet • fifedirect - the Fife community partners' website • myjobscotland – the national recruitment portal • Weekly Vacancy Bulletin, which is circulated within the Council, and to community partners • JobcentrePlus offices and website A full text advert will be required for the above sources, please refer to the guide: RS21 How to Write a Full Text Recruitment Advert. The document RS26 A Guide to the Recruitment Process and the HR Direct Recruitment Team gives details of the procedures to be used. External Advertising Requests If, following 2 weeks of advertising in the above sources the response is unsatisfactory, Services may make a request to advertise the vacancy externally via local/national press or another online source. Before making a request, an analysis of the response to the initial advert must be conducted and the HR Direct Recruitment Team contacted for media Managing People Recruitment & Selection Fife Council October 2013 5 RS11
Page 1 and 2: Recruitment & Selection G u i d e l
Page 3: Recruitment Checklist There are man
Page 7 and 8: While it is important to provide de
Page 9 and 10: available. If this is not done, it
Page 11 and 12: • people appointed represent a cr
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

Recruitment & Selection - Home Page

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?