Careers at LHA London
recruitment and selection policy and procedure
The purpose of this policy is to ensure that the company employs and promotes the most appropriate employees in a fair and consistent manner free from discrimination.
This policy covers all current employees and applicants for employment with the company.
The company is committed to ensuring that there is no discrimination on the grounds of age, disability, gender reassignment, marriage/civil partnership, pregnancy, maternity, race, religion or belief, sex or sexual orientation at any stage of the recruitment process or in the terms and conditions offered to new employees or promoted employees.
The company will monitor the composition of its workforce, in order to identify areas that may need positive action measures to promote equal opportunity and diversity.
Advertising of all positions will normally be carried out both internally and externally unless circumstances mean that it is more appropriate to ring-fence positions for internal candidates in the first instance, e.g. in a redundancy situation. All employees (including fixed-term employees) will be notified of any positions that arise during their employment by way of these being posted on the staff notice board. Whilst on probation employees can not apply for any positions advertised until they successfully complete their probation.
Advertisements will make clear, in both wording and illustration, that the positions are open to all suitably qualified candidates, regardless of age, disability, gender reassignment, marriage/civil partnership, pregnancy, maternity, race, religion or belief, sex or sexual orientation. Details of positions will be fully circulated so as to ensure access to all applicants. This includes forwarding internal advertisements to employees on long-term leave.
Application forms will contain relevant questions needed for selection. If health-related questions are necessary for pension or health insurance, they will be asked after appointment.
Screening will be carried out by matching details of applicants to the requirements of the job. The screening criteria will be applied consistently to all applicants save where reasonable adjustments are required to be made in respect of a candidate’s disability. Records of the screening process will be retained for a period of one year by the HR Department.
If it is necessary to use selection tests for a job, they will only relate to non-biased, genuine objective requirements of the role. Records of any testing undertaken will be retained for a period of one year for unsuccessful candidates.
The interviewing process will be carried out in the following way:
• no assumptions will be made on the grounds of age, disability, gender reassignment, marriage/civil partnership, pregnancy, maternity, race, religion or belief, sex or sexual orientation
• questions will relate to the requirements of the job as established in the job description and the person specification
• interviews will be carried out by a minimum of two people
• applicants will be assessed at the end of interviewing against pre-defined criteria
• interviewers will complete Interview Evaluation Forms for each candidate
• records of the interview process will be retained for a period of one year, including questions asked, answers given, any interview notes, and interview evaluation forms for all candidates.
All employees will be aware of the promotional and career opportunities available to them from details circulated through the company website and notices posted at prominent points. Promotion will be determined by merit and performance against objective criteria.
Unsuccessful internal candidates will be given feedback so as to facilitate improvement. Training in giving feedback will be provided to managers charged with this task.
No employee will be overlooked in relation to a promotion or an experience-broadening opportunity because of their reluctance to apply or accept on a previous occasion. The process surrounding promotion will be free from discrimination.
All relevant staff, including those on fixed-term/part-time contracts, will have equal access to training opportunities, whether training is relevant to their current job, or to enhance promotional opportunities.
All external candidates will be required to provide two satisfactory references prior to appointment. References will be checked in accordance with the standard reference checking form. Should a manager wish to ask any question not mentioned on this form, authorisation from HR is required. Referees must not be contacted without the permission of the candidate to whom they relate. Should a candidate not be in a position to provide two references, the issue will be dealt with by the Company on a case-by-case basis.
Upon commencement of employment an employee may be required to undertake subsequent criminal record checks from time to time during your employment as deemed appropriate by the organisation. All offers of employment will be made conditional upon the receipt of the appropriate DBS checks being satisfactorily confirmed and this will be made explicit in the offer letter sent to the chosen candidate by the HR team.
Employment of foreign nationals
The company will only employ workers who are legally entitled to work in the United Kingdom. All employees will be required to undertake an appropriate right to work check, regardless of their nationality, by reviewing appropriate immigration documents or by accessing an online right to work check.
All candidates must be asked at the first interview stage to provide documentary evidence of their right to live and work in the UK, to ensure compliance with the Asylum and Immigration Act 1996. A photocopy of the accepted documentation e.g. Passport must be taken and authorised. Further guidance is available from the Human Resources Department and candidates will be provided with information of accepted documentation prior to interview.
The company will retain, for at least one year, all records arising through the recruitment process in compliance with the legitimate basis of LHA.
Last updated: 10/09/19
Date of next review: 11/09/20