Recruitment and Selection Policy

Purpose

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Wilson Vale Catering is committed to the principle of equal opportunity and fairness in employment. Wilson Vale Catering will promote best practice to eliminate discrimination in employment and create a working environment where everyone is treated fairly and with respect.

 

This policy sets to provide equality of opportunity to all applicants and to recruit on merit. All employees should be able to make a positive contribution to the delivery of Wilson Vale Catering’s objectives and actively support the values of Wilson Vale Catering.

 

Wilson Vale Catering will take action to ensure that its employees and those seeking employment will not be discriminated against or treated less favourably on any grounds. Examples include:

 

• Age

• Childcare and dependent responsibilities

• Pregnancy or maternity

• Disability

• Ethnicity, race, colour, or nationality

• Gender reassignment

• Marital/Civil Partnership status

• Political beliefs q Religion or belief

• Sex

• Sexual Orientation

 

This policy does not form part of an employee’s contract of employment and Wilson Vale Catering may amend this policy at any time.

 

Objectives

 

It is Wilson Vale Catering’s policy to;

 

• Ensure that recruitment and selection is fair and transparent.

• Ensure that recruitment and selection process is efficient and cost-effective.

• Ensure that the hiring managers are appropriately trained to complete recruitment and selection fairly and consistently.

• Recruit people with the right experience, knowledge, and competencies appropriate to the job role.

• Ensure that equality of opportunity is considered as an integral part of recruitment and selection to avoid any form of discrimination.

• To carefully, and consistently, observe best practices in employment policy and legislation.

 

Management of Process

 

The Job Description:

Before the job is advertised the hiring manager must ensure that there is an up-to-date Job Description.

 

The Job Advertisement:

 Using the Job Description and Person Specification the job advertisement should be written to ensure that it:

 

• Attracts suitable applicants.

• Promotes interest in the job or assists individuals to decide whether they would be suitable candidates.

• Reaches appropriate applicants in a cost-effective way.

• Does not breach employment legislation.

• Signposts applicants to apply electronically.

• Is not discriminatory.

 

The advertisement should be clear and concise and include:

 

• The job title.

• The salary range/annual salary.

• Whether the job is part-time or job share (where applicable).

• The length of contract (where applicable).

• A job outline (based on the Job Description).

• Essential criteria.

• Selling points/benefits e.g. development opportunities, flexible working, the pension scheme etc

• The procedure for application.

• Whether the job requires a DBS Disclosure or financial check.

 

Placing Advertisements:

To place advertisements, the hiring manager needs to fill out the 'Recruitment HR form' via the Thyme portal (MSS). The job advertisement will then be posted on our applicant tracking system (Talos), where candidates will submit their applications. All resumes will be assessed, shortlisted, and candidates will be contacted for interviews or informed of their application status, whether successful or not, through the applicant tracking system.  Arrangements for shortlisting candidates are the responsibility of the hiring manager.

 

All applicants must be treated confidentially and made available only to those involved in the selection process.

 

All vacancies are normally advertised internally and externally at the same time. However, special circumstances might exist where the advertisement is only placed internally. Examples of such circumstances are where the advertisement is confined to one service because of restructuring, where there are employees whose posts are at risk or where redeployment opportunities are being sought for employees.

 

Vacancies are advertised in a variety of ways suitable to the area and the job profile. This includes internet sites, local press, social media platforms, and succession recruitment from within the company. General enquiries are handled centrally as speculative candidates are invited to submit their CVs via our website.

 

Selection process:

In order to select the right employee, we use a variety of selection techniques which include trade testing and familiarisation with the Unit. This takes place after initial selection and interview. Interviews are based around a competency framework, with competency-based questions and scored on a points system to enable feedback to the prospective employee. The hiring manager should complete a right to work check (TrustID) with the candidate at the trade test stage.

 

Successful Candidates:

Upon selection of a candidate, the hiring manager is responsible for extending a verbal offer of employment. Subsequently, the hiring manager should initiate the completion of an offer letter/contract via the Thyme portal (HR Forms). The HR department will finalise the written offer letter and contract for the chosen candidate, who will receive these documents electronically along with Wilson Vale Catering’s handbook.

 

All successful candidates complete a medical questionnaire managed by an independent Occupational Health Company. Prior to employment, we collect at least one reference for each candidate. Pre-employment asylum and immigration checks are also conducted through the TrustID electronic portal. Candidates are expected to bring their identification to the interview, and it is the responsibility of the hiring manager to ensure these processes are completed, and the Trust ID check confirms the applicant’s eligibility to work in the UK, prior to the commencement of employment  Failure to comply with Asylum & Immigration checks is a serious offence and may result in disciplinary action being taken against the hiring manager in line with Wilson Vale Catering’s disciplinary procedure.  Hiring managers in breach of Asylum & Immigration legislation may face personal fines and prosecution.  An Employee can not complete any work related duties for Wilson Vale Catering until a Right to Work check has been completed through the Trust ID portal.

 

Any employee that works in a school or establishment that requests so will undertake an enhanced or basic DBS check. All of our Area Management team and Head Office team who attend a school or establishment that have specified they require DBS checks will also be required to complete the appropriate checks. In addition, we reserve the right to conduct additional screening such as financial checks if an establishment requires us to do so.

 

All candidate records are digitally maintained on the applicant tracking system at Head Office, adhering to data protection regulations.