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RECRUITMENT AND SELECTION POLICY Prepared by:

Sally Baines

Responsible Area: Approval Information:

Human Resources/Organisational Development Date Approved: 20th December 2006 COMMITTEE:Trust Board Approved By:

Sign

__________________

Print Name

Sally Baines

Version No. Approved: Review Date:

Reference to Standards for Better Health Domain Core/Development standard Performance indicators

October 2007

Example : Department of Health 2004 Standards for Better Health First domain Safety Fourth domain Patient focused Seventh domain Public Health Department of Health 2004 Example: Core Standard C4 C13B C24 1. 2.

(Key measure(s) to demonstrate policy, protocol or guideline is working (minimum 1, maximum 3)

3.

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KIRKLEES PRIMARY CARE TRUST

Recruitment and Selection Policy

RECRUITMENT AND SELECTION POLICY

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THE AIM OF RECRUITMENT AND SELECTION

1.1

The aim of this policy is to ensure that the recruitment and selection process is dealt with efficiently and effectively and that all policies of the PCT and employment legislation are adhered to at all stages of the procedure.

1.2

It is also felt that by following this policy the image projected to the public and to potential employees will be one of efficiency and fairness and will portray the PCT as an attractive employer.

1.3

This document outlines the procedure which should be followed by managers wishing to recruit to vacant posts or when approval has been granted to establish a new post.

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GENERAL PRINCIPLES The general principles to be adopted by the human resources department throughout the recruitment procedure are as follows:

2.1

To ensure that recruitment is carried out in line with local and National policies.

2.2

To ensure that recruitment is carried out lawfully, e.g. in accordance with the Sex Discrimination Act, Race Relations Act, Disability Discrimination Act, Employment Equality (Age) Regulations etc.

2.3

To ensure that appointments are made within budgeted establishments.

2.4

To get the right person in the right job using the most cost effective method.

2.5

To process each stage of the procedure with speed, e.g. to meet advertisement deadlines and ensure application forms are sent to the applicants within 24 hours of the request being received and to enable managers to shortlist within one working week after the closing date is reached.

2.6

To ensure all relevant parties are adequately informed at each stage of the process in order to maintain an efficient and professional approach.

2.7

To ensure that no employee commences work prior to the completion of the selection procedure, including receipt of references deemed satisfactory and medical clearance from the occupational health department.

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REVIEW OF POLICY

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This policy will be reviewed within one year of implementation within the PCT.

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http://www.kirklees.nhs.uk/uploads/tx_galileodocuments/Kirklees_PCT_-_Recruitment___Selection_Policy  

http://www.kirklees.nhs.uk/uploads/tx_galileodocuments/Kirklees_PCT_-_Recruitment___Selection_Policy.pdf

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