Professional Documents
Culture Documents
2. Analyse the job; review the job description and person specification to ensure
that they are still relevant and update if necessary.
3. Agree interview panel and recruitment and selection timetable. Put key dates
in diary e.g. closing date, short list, interview date(s).
7. Closing date. Collate application forms, CVs and shortlist against person
specification. Complete shortlist grid.
10. Assess each candidate against the person specification to reach a decision
on who is the best candidate. Complete interview record form.
11. Make an offer to the successful candidate and ask them to complete a CRB
disclosure request form. You should request references at this point (one
reference must be from the current or most recent employer).
12. Carry out all the necessary checks against the required documents, taking
photocopies as required. For example:
any photographs are consistent with the appearance of the potential
employee.
the date of birth is consistent with the appearance of the potential employee.
the expiry dates on any documents produced are not passed.
UK Government stamps or endorsements allow the person to do the kind of
work offered.
13. The details on the CRB form must be thoroughly checked before being sent
off, to prevent any delays. The form must be fully completed, in black ink, block
capital letters and details of the previous five years addresses given, with no
gaps.
14. A POVA first request is e-mailed five working days after the CRB form is
dispatched.
16. Once declarations are checked as positive, and references seen, issue
confirmation of employment letter.
18. Contact unsuccessful candidates (retain their files for six months following
the recruitment process).
19. Issue new employee with statement of terms and conditions of employment
as soon as possible after their start date & in every case within eight weeks.