Agenda item

Gemma Bailey, Head of Corporate HR, introduced a report on the new Recruitment and Selection Policy and Procedure.

Members were informed that the Recruitment and Selection Policy and Procedure was a key HR policy, fundamental to establishing an effective workforce. The policy and procedure provided a clear and transparent framework for managers to be able to assess the suitability of an employee for the post to which they had applied.

The ODHR service had reviewed the policy and procedure as part of a greater review of employment policies to ensure they continued to reflect best practice and the council’s strategic aims, were user friendly, and worked together cohesively. 

The objectives that had been used to review the policy were:-

•  The need to ensure there is clarity at all stages of the process

•  The need to ensure that staff are given opportunities to apply for vacant posts before they are advertised externally, although there is recognition that there will be exceptions

•  The need to be consistent with other HR policies and procedures

Consultation had taken place with the employee engagement forum, senior management, recognised trade unions and the Disability Forum, all of whom had responded positively to the improvements. 

Key improvements to the policy and procedure included:

•  Outlining clear process steps to effectively review a vacancy before advertising

•  Confirming that where feasible advertisements will be collated into a composite advertisement to increase employer brand and reduce advertising costs

•  Introducing a requirement to advertise vacancies internally first to maximise equality of opportunity and provide career development opportunities

•  Additional guidance on advertising for non-EEA nationals

•  Additional guidance on the new English language requirement for public sector workers

•  Clearer information on panel composition, including giving due regard to panel member diversity

•  Guidance on supporting candidates with disabilities

•  Guidance on effective interviewing questions

•  Guidance on providing feedback to unsuccessful candidates

The revised Recruitment and Selection Policy and Procedure would be implemented via various communication methods including:

•  Grapevine staff newsletter

•  News round email

•  E-mail to all line managers

•  HRBPs to provide briefings at Senior Management Team Meetings

•  Communication with Transactional HR services

Full training for managers would be provided as part of the implementation process.

Resolved -  That the reviewed recruitment and selection policy and procedure be approved.