OUR RECRUITMENT POLICY
INTRODUCTION
This Recruitment Policy demonstrates WeSeeHope’s commitment to transparency and equal opportunities throughout our recruitment process. We recruit with openness, welcoming applicants from all backgrounds, and employ people based on their ability to carry out the role being recruited for.
The aims of this policy are to:
- Describe our recruitment process and set a standard for attracting and selecting applicants.
- Ensure that all applicants are considered equitably and consistently, and no applicant is treated unfairly on any grounds, including race, nationality, ethnic or national origin, ancestry, gender identity and/or expression, religion or belief, sex or sexual orientation, marital status, pregnancy and maternity, disability or age.
- Give clarity to all applicants so that WeSeeHope can recruit the best possible people on the basis of their abilities and suitability for the position.
SCOPE
This policy applies to:
- All applicants for employee positions at WeSeeHope.
- All WeSeeHope employees and trustees involved in the recruitment process for our organisation.
The term ‘employment’ applies to salaried employees engaged with WeSeeHope unless exceptions are specifically outlined.
SAFEGUARDING
WeSeeHope is committed to safeguarding and promoting the welfare of children and at-risk adults who are members of our programmes, and will reject applicants who are unsuitable to work with them.
RECRUITMENT & SELECTION PROCESS
Depending on the role for which we are recruiting, WeSeeHope may work with third-party recruitment agencies to assist with the process. This may include helping to advertise for the role and the shortlisting of applications, but all final decisions are made by WeSeeHope.
1. Drafting job descriptions and application forms
For all vacancies at WeSeeHope, we create a detailed job description that:
- Outlines the main duties and responsibilities of the role.
- Clarifies what knowledge, experience and attributes are essential vs required.
- Is transparent with the salary range and benefits of the role.
- Describes our hiring process and demonstrates our commitment to equal opportunities.
Alongside this, we also create an application form specific to the role being recruited for. These include questions related to the attributes we are looking for.
All job descriptions and application forms must be signed off by either WeSeeHope’s CEO or a member of the board of Trustees.
2. Inviting applicants
We advertise the job description and application form for vacancies on our website, social channels and job boards, and may also use third-party recruitment agencies to assist us with this. We also ensure all current employees are aware of vacancies and given the option to apply.
All prospective applications are required to:
- Supply an up-to-date and accurate Curriculum Vitae (CV), and;
- Complete an online application form with questions that correspond with the job description.
3. Shortlisting applicants
To ensure we are only assessing whether an applicant is the best fit for the job based on their ability alone, we carry out a blind recruitment process. This means contextual personal and demographic information, such as name, gender, age, education and hobbies, from applicants’ CVs and application forms are removed.
At least two WeSeeHope employees are then involved in assessing CVs and application form answers, and the shortlisting of applicants.
4. Interviewing candidates
Shortlisted applicants – known as “candidates” – will be invited to attend a formal interview with at least two WeSeeHope employees and/or members of the Board of Trustees, during which their relevant skills and experience will be discussed in more detail. Candidates will be required to:
- Answer questions aimed at obtaining evidence of how they meet the criteria listed on the job description. To ensure consistency during the interview process, each candidate will be asked the same baseline questions relating to the role for which they have been shortlisted. Further questions will be asked if clarification or detail is required.
- Demonstrate their competency to carry out the duties and responsibilities as detailed in the job description.
- Answer questions aimed at obtaining evidence of the candidate’s motives, attitudes and behaviour in relation to the role.
- Perform a task relating to the role for which they are interviewing.
- Explain any gaps in their employment history satisfactorily.
- Explain any anomalies or discrepancies in the information available to the recruiters.
Based upon the candidate’s performance at the first interview, they may be asked to return for a second, face-to-face interview where they may be required to:
- Answer further questions aimed at obtaining evidence of how they would aim to fulfil the roles and responsibilities as detailed in the job description.
Any notes taken or documentation used in the interview process will form part of the record of why candidates were, or were not, selected. Candidates who have been interviewed but have not progressed to the next stage will be informed in writing and offered feedback.
5. Making a conditional offer of employment
If it is decided to make an offer of employment to a candidate following the interviews, any such offer will be conditional on the following:
- The agreement of a mutually acceptable start date.
- The signing of a contract incorporating WeSeeHope’s standard terms and conditions of employment.
- The receipt of two satisfactory references as detailed below, if not already received.
- The satisfactory completion of the probationary period for salaried employees as detailed in the contract.
We may also ask you for the verification of professional status and qualifications, as appropriate (including provision of certified copies of these to WeSeeHope).
6. Receiving references
All offers of employment will be subject to the receipt of a minimum of two satisfactory references.
All referees will be asked to confirm the following:
- The candidate’s employment, job and duties.
- The candidate’s suitability for the role in general.
- The candidate’s suitability for working with an organisation supporting children and at-risk adults.
We will only accept references obtained directly from the referee on official stationery or an official email address.
We will compare all references with any information given on the application form. Any discrepancies or inconsistencies in the information will be taken up with the successful candidate before any appointment is confirmed. Where necessary, referees will be contacted by telephone or email in order to clarify any anomalies or discrepancies.
7. Inducting new employees
All newly appointed employees will undergo an induction relevant for their role. As part of this, they will undergo an induction which will specifically address issues concerning the safeguarding of children and at-risk adults, including the procedures detailed in WeSeeHope’s Safeguarding and Whistleblowing policies.
APPENDIX
Immigration, Asylum and Nationality Act 2006
In accordance with this act, WeSeeHope employees based in the United Kingdom (UK) are required to provide documentary evidence that they are legally entitled to live and work in the UK. See below:
- A document from a previous employer, the Inland Revenue, the Benefits Agency, the Contributions Agency or the Employment Service (or their Northern Ireland equivalents), showing your name and National Insurance number. This could be a P45, a pay slip, a P60, a National Insurance card or a letter issued by one of the Government bodies concerned.
- A passport describing you as a British citizen or as having the right of abode in or an entitlement to readmission to the United Kingdom.
- A passport containing a Certificate of Entitlement issued by or on behalf of the Government of the United Kingdom certifying that you have the right of abode in the United Kingdom.
- A certificate of registration or naturalisation as a British citizen.
- A birth certificate issued in the United Kingdom or in the Republic of Ireland.
- A passport or national identity card issued by a State which is a party to the European Economic Area Agreement and which describes you as a national of that State.
- A passport or other travel document endorsed to show that you are exempt from immigration control, have indefinite leave to enter, or remain in, the United Kingdom or have no time limit on your stay; or a letter issued by the Home Office confirming that you have such status.
- A passport or other travel document endorsed to show you have current leave to enter or remain in the United Kingdom and are not precluded from taking the employment in question; or a letter issued by the Home Office confirming this is the case.
- A United Kingdom residence permit issued to you as a national of a State which is a party to the European Economic Area Agreement.
- A passport or other travel document endorsed to show that you have a current right of residence in the United Kingdom as the family member or a named national of a State which is a party to the European Economic Area Agreement and who is resident in the United Kingdom.
- A letter issued by the Immigration and Nationality Directorate of the Home Office indicating that you are a British citizen or have permission to take employment.
- A work permit or other approval to take employment issued by Work Permits (UK) or in Northern Ireland, by the Training and Employment Agency.
- A passport describing you as a British Dependent Territories citizen and which indicates that the status derives from a connection with Gibraltar.
