2. Helping job applicants who are disabled The general rule of good practice is that our Disability Discrimination Act 1995: procedures and practices must be applied fairly and consistently to all job applicants. But, it is especially important that those of our staff who are involved in recruitment are also aware that they may be required to make reasonable adjustments to some or all of those procedures and practices if that is needed to remove any disadvantages which they cause for any disabled job applicants. This is a legal duty and failure to comply with it is unlawful disability discrimination. The adjustments need only be made for the disabled persons who require them and it may result in those disabled persons being treated more favourably than other persons; if so, that is lawful and permissible. 3. Open a recruitment file At the start of a recruitment exercise for a particular job, a Recruitment File for that particular exercise must be created. Each file should have a unique reference number. This file will be used to copies of the documents associated with the recruitment exercise. As the exercise progresses, this will include copies of- the job description and personnel specification the job advertisement the application forms that are received shortlisting and interview assessment sheets and notes letters to applicants 4. Open a monitoring file the Recruitment File is opened, a separate Monitoring File must also be opened. The Monitoring File will have the same reference number as the main Recruitment File.
2. Helping job applicants who are disabled Disability Discrimination Act 1995: The general rule of good practice is that our procedures and practices must be applied fairly and consistently to all job applicants. But, it is especially important that those of our staff who are involved in recruitment are also aware that they may be required to make reasonable adjustments to some or all of those procedures and practices if that is needed to remove any disadvantages which they cause for any disabled job applicants. This is a legal duty and failure to comply with it is unlawful disability discrimination. The adjustments need only be made for the disabled persons who require them and it may result in those disabled persons being treated more favourably than other persons; if so, that is lawful and permissible. 3. Open a recruitment file At the start of a recruitment exercise for a particular job, a Recruitment File for that particular exercise must be created. Each file should have a unique reference number. This file will be used to copies of the documents associated with the recruitment exercise. As the exercise progresses, this will include copies of- the job description and personnel specification the job advertisement the application forms that are received shortlisting and interview assessment sheets and notes letters to applicants 4. Open a monitoring file the Recruitment File is opened, a separate Monitoring File must also be opened. The Monitoring File will have the same reference number as the main Recruitment File.
Recruitment-Selection-(sme).docx