The Person Specification describes the standards and requirements accurately and identifies between the necessary (essential) requirements and those which are desirable for the required role. Never set unnecessary conditions or standards and take particular care when describing experience, qualification and communication requirements. Be aware of the danger of setting standards which may lead, directly or indirectly, to unfair and unlawful discrimination. At all stages in the preparation of Person Specifications, selectors must be mindful of issues which could be construed as unlawfully discriminating. Before the Person Specification is used for recruitment purposes it should be reviewed and agreed by all members of the selection panel. Selection Panel The selection panel has a responsibility to appoint the person who best matches the Person Specification. It must also ensure that all relevant employment legislation and Trust/Academy policies are followed and that the selection process is managed in an equitable and courteous manner. Each panel should have a Chair acting as an officer’ who is normally the person responsible for the ‘appointing management of the process as a whole. It is good practice that any selection should have a minimum of two selectors and, recommended as good practice, to have no more than four selectors for all appointments below Senior Management Level. All panels must have at least one member who has had safer recruitment training. A varied selection panel composition is highly recommended, however should not be tokenistic. It is good selection panel practice to include people from different backgrounds, cultures, genders, ages and, wherever possible, disabled people. It is good practice that all members of the selection panel are involved in the whole process from the outset of agreeing the Job Description, Person Specification and the method of recruitment, to the short-listing and finally the interviewing and selection. In the event of a complaint to the Industrial Tribunal this could be a matter that the Tribunal may wish to examine. The panel is responsible for agreeing the specific recruitment documentation and for producing the information pack’ which is sent out to all applicants along with application forms. Before ‘recruitment preparing the advertisement it is useful to determine the outline of the selection process and to arrange the dates when short-listing and interviewing will take place. Other Appointments Temporary Staff: Selectors should apply the same high standards of selection to temporary appointments. There must be an assessment made against the Person Specification criteria and a proper selection process should take place. Selectors must be sure that any existing temporary member of staff is the best person available to fill the job and should take into account legitimate aspirations of other employees and those needing to be
The Person Specification describes the standards and requirements accurately and identifies between the necessary (essential) requirements and those which are desirable for the required role. Never set unnecessary conditions or standards and take particular care when describing experience, qualification and communication requirements. Be aware of the danger of setting standards which may lead, directly or indirectly, to unfair and unlawful discrimination. At all stages in the preparation of Person Specifications, selectors must be mindful of issues which could be construed as unlawfully discriminating. Before the Person Specification is used for recruitment purposes it should be reviewed and agreed by all members of the selection panel. Selection Panel The selection panel has a responsibility to appoint the person who best matches the Person Specification. It must also ensure that all relevant employment legislation and Trust/Academy policies are followed and that the selection process is managed in an equitable and courteous manner. Each panel should have a Chair acting as an ‘appointing officer’ who is normally the person responsible for the management of the process as a whole. It is good practice that any selection should have a minimum of two selectors and, recommended as good practice, to have no more than four selectors for all appointments below Senior Management Level. All panels must have at least one member who has had safer recruitment training. A varied selection panel composition is highly recommended, however should not be tokenistic. It is good selection panel practice to include people from different backgrounds, cultures, genders, ages and, wherever possible, disabled people. It is good practice that all members of the selection panel are involved in the whole process from the outset of agreeing the Job Description, Person Specification and the method of recruitment, to the short-listing and finally the interviewing and selection. In the event of a complaint to the Industrial Tribunal this could be a matter that the Tribunal may wish to examine. The panel is responsible for agreeing the specific recruitment documentation and for producing the ‘recruitment information pack’ which is sent out to all applicants along with application forms. Before preparing the advertisement it is useful to determine the outline of the selection process and to arrange the dates when short-listing and interviewing will take place. Other Appointments Temporary Staff: Selectors should apply the same high standards of selection to temporary appointments. There must be an assessment made against the Person Specification criteria and a proper selection process should take place. Selectors must be sure that any existing temporary member of staff is the best person available to fill the job and should take into account legitimate aspirations of other employees and those needing to be
Recruitment-Policy-May-16.docx