Checklist for Recruitment - Young Southampton

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CRB17 The candidate’s identity will need to be verified –you will need to see an original birth/marriagecertificate or passport in addition to furtheridentification documents, and have a copy on filewith a note of who saw/verified the original. Checkwith ISA to ensure that the candidate is suitablefor employment.18 If the person you are employing is also going todrive children:• Verify the candidates current drivinglicense – check that it is clean and keep aphotocopy for files with a note of whosaw/verified the original• If driving a minibus, a verified copy ofMIDAS certificate to keep on file• If using own car, verified copy of insurancepolicy showing business use and proof ofcurrent MOT19 If you make an offer of employment:Confirm the offer with the candidate in writingsubject to checks/references20 Send for references if the candidate is agreeablefor you to do so. Conduct the interview using the
person specification as a guide as to the questionsyou ask. The applicant needs to demonstrate thatthey have the skills required in each area of thespecification. Record comments/scores and theoutcome of each interview.21 When you are satisfied all checks and referencesare complete issue contract of employment22 The Offer Letter:The contents of a letter of application form partof the employment contract together with thestatement of terms and conditions. In the offerletter you should add any conditions to which theoffer itself is subject and a clear timescale withinwhich the employee is expected to get back to youwith acceptance or rejection of the offer.Probationary periods are a very important way ofensuring that mistakes made by the appointmentpanel can be undone as painlessly as possible.Follow the offer letter with written terms andconditions.23 InductionEnsuring a successful transition into a new job.When the terms of appointment are agreed and astart date finalised, you can plan the induction
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Checklist for Recruitment - Young Southampton

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