Recruitment & Selection - Policy & Procedure
The recruitment and selection procedure are of prime importance as the method for obtaining the best possible person which will when recruited will contribute towards the Council’s effectiveness. This Recruitment & Selection procedure will help Councillors to ensure all relevant criteria has been addressed.
This policy ensures our Recruitment and Selection Policy will:
- be fair and consistent;
- be non-discriminatory;
- conform to all statutory regulations and agreed best practice.
PROCEDURE
The Recruitment Procurement Process
The following procedure will be used once a position becomes vacant.
The Council will:
1. Define the job function. If it is an existing post and an exact replacement is required or this may be an opportunity to revise the requirements. If it is a newly established post, it will be clear on the exact requirements, draw up a job description and refer to NALC or other approved guidelines to set the appropriate grade.
2. Ensure the Job Description and Person Specification are up-to-date and offer a true representation of the vacant post and the person we are looking for to fill the position
3. Prepare an information package appropriate for the post. This package should include:
- job description and if appropriate, the person specification
- information on Blankney Parish Council
- terms and conditions of employment including salary
4. It is important that this pack is carefully formulated containing suitable information in order to present the professional image of the Council.
5. Design the advertisement. Advertisements must contain all information relating to the position to ensure the correct recruitment cohort is targeted and reduce unsuitable applications.
6. Consider appropriate advertising routes including the LALC website, village district and parish council websites, the local Facebook page, notice boards and local newsletters
The Selection Process
7. The Parish Clerk (or the Chairman in the absence of a Parish Clerk) will brief the Council and agree the most appropriate Councillors to assist with shortlisting and interviewing. The Parish Clerk (or the Chairman in the absence of a Parish Clerk) and at least one Councillor should be involved in shortlisting and a minimum of three Councillors should sit on the Interview Panel.
8. Valid application forms received will be shortlisted by the Clerk and the Councillors identified to assist, using the Short-listing Candidate Notes and Short-listing Summary sheet forms. Applicants must be chosen against the Person Specification. It is the responsibility of the individuals undertaking the short-listing to record (in writing) the reasons why an applicant has not been shortlisted. All papers including any notes must be returned to the Parish Clerk (or Chairman in the absence of a Parish Clerk), will subsequently invite the candidates for interview, obtain references and make the necessary housekeeping arrangements for the interview. This will include - timetabling the interviews and arranging any pre-employment checks if appropriate. Candidates who have not been shortlisted will be informed accordingly.
9. The completed Short-listing Candidate Notes and Short-listing Summary sheet forms will be retained by the Parish Clerk, one week prior to the interview, the Interview Panel will receive an interview pack containing:
- copies of application forms;
- blank interview notes forms;
- a copy of the job advertisement;
- a copy of the job description;
- a copy of the person specification
11. The Parish Clerk (or the Parish Council Chairman in the absence of a Parish Clerk), in consultation with the Interview Panel will:
- appoint the Chairman of the Interview Panel;
- decide the format and determine which areas to concentrate on with the questioning;
12. At the interview, the Interview Panel Chairman will ensure that the Interview Notes form have been completed as fully as possible. When interviewing, the Interview Panel Chairman and Members of the Interview Panel will ensure all Equal Opportunities legislation is strictly adhered to and no discrimination is shown on any grounds.
13. While the candidates are being interviewed, the panel will score them appropriately, and based on their individual scores the panel will decide on the most suitable person for the post. The Interview Panel Chairman will arrange to inform the successful candidate as soon as possible, agreeing an employment/trial period commencement date and starting salary.
14. The completed Interview Report forms and any notes appertaining to the interview process must be sent to the Parish Clerk for retention.
John F Money Parish Clerk 5th May 2021
Associated Documents
Job Description(s)
Personal Specification(s)
Shortlisting Candidate Notes
Shortlisting Summary sheet
Interview Notes form
Recruitment Checklist