All jobs will be promoted and recruitment will be endorsed to local residents through the
delivery of Council job bulletins, recruitment advertising, the Council’s website, Jobcentre
Plus and other agencies. After reviewing the job description and person specification
managers should organize an electronic version of these to be prepared using the corporate
template and sent to employee’s service recruitment team. Vacancies will not be publicized
until the manager has informed Employee services whether the job will be subject to a CRB
check and employee services have acknowledged an electronic version of the current job
description and person specification. Jobs will be advertised within and outside the council at
the same time and with at least two weeks closing date. All jobs, with the exception of those
of which need restructuring will be publicised in order to achieve recognition. When a
situation such as an equal/comparable job has been advertised and shut down in the previous
8 weeks, it may be sensible to choose from the same candidates. Likenesses in the two jobs
such as the hours, contractual status, duties and responsibilities need justification. Every
recruitment advert should contain these statements/symbols in order to encourage applicants
from smaller groups:
The disability symbol which is given to employers whom have decided to act in order
to meet five obligations concerning the employment, retention, training and career
advancement of disabled employees.
The mindful employee symbol given for employers who are optimistic about mental
health and intend to show a positive and supporting attitude to employees and job
applicants with certain mental health issues.
The Investor in people symbol.
Jobs needing the CRB (Criminal Record Bureau) check need to be advertised making sure to
inform about the enhanced CRB check. A job requiring a Genuine Occupational Requirement
must be specified in the advertisement.
In order to confirm a clear, just and open recruitment process, managers and supervisors
involved in recruitment and selection need to announce to their head of service any potential
conflict of interest and/or any close personal relationship with any of the candidates. In
considering such matters, heads of service should consider how fair the recruitment and
selection process will appear to onlookers. Managers/supervisors should, wherever possible,
be protected from allegations of bias and should not participate in interviews of close
family/friends unless this is unavoidable and, even then, other panel members should lead on
the selection. Where possible, shortlisting and interviewing should be undertaken by
recruitment boards whose composition reflects the profile of the local community and
candidates.
The person specification is the main document in the shortlisting procedure. All shortlisted
candidates have a necessity to meet all of the essential criteria at the very least. In the event
of too many or two few suitable applicants meeting the essential criteria, advice can be
obtained from Human Resources as to the appropriate use of essential and desirable criteria in
shortlisting. Applications that have been submitted late are not generally recognised and will
only be considered under certain situations. Any applications submitted late must also come
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