Recruitment and Selection Policy

Introduction

Effective recruitment and selection is central and crucial to the successful functioning of Seven Steps Support Ltd. It depends on finding people with the necessary skills, expertise, and qualifications to deliver Seven Steps Support Ltd’s strategic objectives and the ability to make a positive contribution to the values and aims of the organisation.

Our vacancies are principally advertised online through selected and appropriate websites, social media, and government-maintained job boards. Seven Steps Support Ltd may use advertising campaigns targeted to our local area when advertising vacancies online. Seven Steps Support Ltd will often inform local authorities, related charities, and agencies of vacancies. Seven Steps Support is keen to facilitate internal promotions wherever possible as development opportunities for our staff. All internal candidates will be selected for interview on the same criteria as external candidates. Employees on maternity leave will receive all advertisements for posts advertised in Seven Steps Support Ltd during their period of maternity leave.

Application Form

Candidates for all posts will, except on some occasions when a vacancy is restricted to internal recruitment, be asked to complete a standard application form through our website, in order that they can be judged based on comparable information. Where necessary, Seven Steps Support Ltd can provide an alternative medium for submitting a job application.

In applying for posts, all candidates will be provided with a job description, details of the appropriate conditions of service, and details about Seven Steps Support Ltd. The job description will include a list of the main duties and responsibilities of the post, together with an outline of the qualifications and experience which candidates are expected to possess.

In drawing up the job description and conditions of service, Seven Steps Support Ltd will ensure that no job applicant receives less favourable treatment than another on the grounds of disability, gender, race, religion or belief, age, sexual orientation, marital status, parental status, caring responsibilities, or hours of work, and that no applicant is placed at a disadvantage unjustifiably by requirements or conditions which have a disproportionately adverse effect on a particular group.

Applicants and References

Applicants will be asked to specify whether they have any disabilities, as defined in the Equality Act 2010, and whether there are any reasonable adjustments needed for them to attend an interview. All applicants with a disability who meet the essential criteria for a job will be interviewed and considered on their merits.

Applicants will be required to supply the names and addresses of two people from whom references can be obtained, one of which should normally be the applicant’s current or most recent employer.

Only references for shortlisted candidates for interview will be obtained. References will normally be sought prior to interview unless the candidate indicates otherwise.

References should normally be made in writing or email, but those received by telephone will be accepted, provided that a note of the conversation is recorded and placed on file.

All candidates will be asked to declare on the application form whether they have ever been convicted of any criminal offence which cannot be regarded as ‘spent’ in terms of the Rehabilitation of Offenders Act 1974.

Applicants’ details will be recorded at the point of receipt. All information relating to the data collected in the equality and diversity recruitment monitoring form will be hidden from all those involved in the recruitment and selection process. The information collected will be solely used for the purposes of equality monitoring.

All completed applications forms are private and confidential and should only be made available to those directly involved in the recruitment and selection process.

All application forms will be collated by Seven Steps Support Ltd administrator and supplied to the appointing manager and interview panel for shortlisting purposes.

A shortlist of candidates will be drawn up for interview, based entirely on merit and suitability for the post but taking account of Seven Steps Support Ltd’s responsibilities in relation to the Disability Discrimination and Equalities Acts. Other than in exceptional circumstances, reasonable notice will be given to ensure that candidates have sufficient time to prepare for and make the necessary arrangements to attend the interview.

Selection Methods

Interviews will be held by a panel comprising of ideally three persons, but a minimum of two persons, gender balanced wherever possible. The interviewers will encourage candidates to be at ease during the interview, in order that they can give a fair and accurate impression of themselves.

A set of questions will be agreed by the interview panel in advance and will be developed from the current job description for the post. The panel will seek to develop questions which ask the candidates to give examples of their previous relevant experience.

All candidates will be asked the same questions in the same order, and their responses rated between 1-5. The panel will each have a copy of the questions and will score independently of each other during the interview. Time is allocated between interviews for the panel to discuss each candidate and to award a total point score.

It should be remembered that an interview is a two-way process, and candidates will be given every opportunity to view the offices where they will work and ask questions about Seven Steps Support Ltd, to ensure that they have a full understanding of the post for which they are applying and the way Seven Steps Support Ltd operates.

All appointments will be made strictly on merit and related to the requirements of the job.
All interviewed candidates will be notified of the outcome of the selection process as soon as possible, either by telephone or letter.
All unsuccessful candidates' application forms and interview notes will be retained for one year from the date of interviews taking place. After this date, they will be destroyed.

Relevant Checks

All offers of employment will be made conditional upon satisfactory results from the following:

Proof of identity, including a recent photograph (a valid driving license and/or passport, proof of address dated within 3 months, and a recent photograph that must be immediately recognizable).
Disclosure and Barring Service Check.
Confirmation of right to work in the United Kingdom (if appropriate).
Professional and/or Satisfactory References.
A full history of employment.
A full history of any relevant qualifications or study.

Professional References

In the case of previous employment in the Health & Social Care sector or when working with children or vulnerable adults, Seven Steps Support Ltd will request a professional reference from the respective employer. Where this is not possible, Seven Steps Support Ltd may accept relevant appraisal documentation or written evidence from someone else if it pertains to your conduct within the respective role. Seven Steps Support Ltd will generally require references covering at least the last 3 years of employment. History of Employment

During our application process, Seven Steps Support Ltd will request a full history of employment; if this is not provided, this will be required before any offer of employment is given. In the case where applicants have had employment in any role that involves working with children or vulnerable adults, Seven Steps Support Ltd will need to ascertain, insofar as is practical, the reason why the employment in this position ended. Seven Steps Support Ltd will ask for explanations regarding any gaps in employment and will store this information along with the employment history provided.

Probationary Period

All appointments into Seven Steps Support Ltd will be made subject to a probationary period of six calendar months. After three months, a review meeting will take place between the post holder and their line manager to discuss progress. At the end of the probationary period, and subject to a satisfactory report by the appropriate head of section or line manager, employees will be notified in writing that they have successfully completed their probationary period. The probationary period can be extended by a further 3 months should the individual’s line manager consider this appropriate.

Reasonable Adjustments

In the ase where Seven Steps Support Ltd must make reasonable adjustments for workers with disabilities or health conditions, Seven Steps Support Ltd will require satisfactory information regarding the relevant mental and/or physical health conditions, or the disability. Seven Steps Support Ltd will require this information so that it can both meet its commitments to equality and ascertain a candidate’s capability of performing tasks for their employment.

Recruitment Monitoring

Seven Steps Support Ltd seeks to recruit employees based on their ability and the requirements of the post. Seven Steps Support Ltd wants to ensure that no applicant receives less favourable treatment than another on the grounds of disability, gender, race, religion or belief, age, sexual orientation, marital status, parental status, caring responsibilities, or hours of work.

To meet this commitment, all candidates are asked to complete a recruitment monitoring form enclosed with the application form. All completed monitoring forms will be treated as confidential. The form will be separated from the application form on receipt, and those involved in the selection process will not have access to it. The information given by candidates will be solely used for the purpose of monitoring the recruitment process.

Exit Interviews

All employees who leave the employment of Seven Steps Support Ltd voluntarily will have an exit interview with their manager before their last day of employment.

Exit interviews provide the opportunity for departing employees to discuss their reasons for leaving. The information provided is useful in identifying trends, learning and development, and evaluating the effectiveness of HR policies and practices.

The appropriate line manager should receive all appropriate information, such as recommendations made for change or significant issues raised in the questionnaire, while bearing in mind confidentiality issues. The exit interview questionnaire will be retained on the employee’s personal file.