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what we'll cover
what is a recruitment policy?
a recruitment policy outlines a business’ recruitment processes and the measures it takes to eliminate and prevent discrimination during a recruitment process. recruitment policies demonstrate a commitment to equal opportunity and diversity within a workplace.
this document is gdpr compliant.
when should i use a recruitment policy?
use this recruitment policy:
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to set out your recruitment process
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to help you fulfil your legal duty not to discriminate, harass or victimise as a (prospective) employer
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to inform employees and managers about equal opportunities during the recruitment process
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to explain what will happen if employees don't comply with rules about equal opportunities
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if you are based in england, wales or scotland
sample recruitment policy
the terms in your document will update based on the information you provide
about recruitment policies
learn more about making your recruitment policy
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how to make a recruitment policy
making a recruitment policy online is simple. just answer a few questions and 2022世界杯32强抽签时间 will build your document for you. when you have all of the details prepared in advance, making your document is a quick and easy process.
to make your recruitment policy you will need the following information:
the employer
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what is the employer’s name?
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will equal opportunities be monitored as part of the recruitment process? if so, which characteristics will be monitored?
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who holds overall responsibility for equal opportunities (ie an individual, a committee or the board of directors)?
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what is the job title of the person with day-to-day responsibility for this policy?
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what is the job title of the person that should be contacted about requirements for working in the uk?
training
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will people involved in the recruitment process receive equal opportunity training?
other policies
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which hr policies does the employer have in place?
acknowledgement
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within what period will job applications be acknowledged?
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common terms in a recruitment policy
recruitment policies set out a business’ recruitment and selection processes and detail how discrimination is prevented during the recruitment process. as a result, this policy covers:
statement and purpose of policy
this section explains why the recruitment policy is important and provides a brief overview of what equal opportunities means, which areas of employment it spans, and how it’s promoted in practice. it also explains that the recruitment policy is a statement of policy only and can therefore be amended by the employer as and when it is deemed necessary.
who is responsible for equal opportunities?
this section explains the general responsibility of all staff to support and uphold equal opportunities and anti-discrimination practices. it sets out who has overall and day-to-day responsibility for equal opportunities in the workplace. this section also describes the special (ie enhanced) responsibilities of managers. if you indicate that you will provide training for managers, this section will also cover this.
what is discrimination?
this section provides definitions and examples of different types of discrimination. it’s an important section for communicating equality principles and practices to staff.
advertisements
this section details how any vacancies should be advertised and highlights that all vacancies should be advertised to a diverse audience. it also provides information on the details that all job advertisements must include (eg job title, significant benefits, and the applicable salary, pay scale or pay band).
applications, selection and decisions
this section sets out within what time period all job applications must be acknowledged and details how job applicants will be kept well-informed during all stages of the application process.
selection testing
this section highlights that selection testing may only be used with the permission of the hr department. it also sets out what hurdles selection tests must meet (eg not being discriminatory) and sets out how long any results can be kept for.
interview
this section sets out details relating to candidate interviews. this includes the steps interviewing managers should take before conducting an interview and how the interview will be conducted.
engaging foreign nationals
this section sets out the employer’s obligation to carry out right-to-work checks on all prospective staff members.
monitoring
if the employer monitors equal opportunities as part of the recruitment process, this section sets out what this monitoring entails and why such monitoring is being carried out.
complaint
this section details how any complaints relating to discrimination in the recruitment and selection process should be made. it also details how such complaints will be handled and the consequences of breaching the recruitment policy.
review
this section sets out how and when the recruitment policy will be reviewed. it also encourages staff to contact the person with day-to-day responsibility with any suggestions or questions about equality.
you can edit your document if you want your recruitment policy to include further or more detailed provisions. however, if you do this, you may want a lawyer to review or change the policy for you, to make sure it complies with all relevant laws and meets your specific needs. ask a lawyer for assistance.
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legal tips for making a recruitment policy
take active steps to implement your recruitment policy
simply having a recruitment policy doesn’t mean you’ve complied with your legal obligations to avoid discrimination during the recruitment process. make sure that you:
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only make commitments in the policy that you can realistically meet
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take physical steps to implement the recruitment policy (eg bringing it to the attention of all relevant staff members)
this also includes appointing someone with overall responsibility and someone with day-to-day responsibility for equal opportunities. doing so is required under this recruitment policy. for more information, read the faq ‘who is responsible for equal opportunities?’.
consider what other policies you should adopt to support the recruitment policy
there are a variety of hr policies you should consider having in place to supplement your recruitment policy. these include:
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an equal opportunity policy - setting out measures taken to eliminate and prevent workplace discrimination and the employer’s obligation to make reasonable adjustments
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an anti-harassment and bullying policy - setting out your approach towards workplace bullying and harassment
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a disciplinary procedure - outlining the steps that will be taken to deal with any disciplinary issues
for more information on other employment policies, read hr policies and procedures.
understand when to seek advice from a lawyer
ask a lawyer if:
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this document doesn’t meet your needs
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you are based outside england, wales and scotland
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recruitment policy faqs
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what is included in a recruitment policy?
this recruitment policy template covers:
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aims of the policy
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who is responsible for equal opportunities and the special role of managers
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different types of discrimination and examples of prohibited behaviours
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details of the recruitment process (including vacancy advertising, application screening and interviews)
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avoiding discrimination during recruitment
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what to do if discrimination is discovered
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what is the purpose of a recruitment policy?
having a recruitment policy shows your commitment to promoting equal opportunities and tackling discrimination when recruiting. it ensures that staff (especially anyone involved in the hiring process) are informed about the recruitment process, equal opportunities and the consequences of non-compliance.
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who is responsible for equal opportunities?
those in senior positions (eg business owners, chief executives and directors) are responsible for the implementation, review and monitoring of the policy. this is known as having ‘overall responsibility’ for equal opportunities.
you should also appoint an employee who is responsible for monitoring and implementing the recruitment policy on an everyday basis. this will generally be either an hr manager or, where no hr department exists, the employee with responsibility for hr matters (eg an office manager).
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what are the protected characteristics?
everyone in the uk is protected by the equality act 2010, which specifies 9 protected characteristics. these are:
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age
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sex
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race
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pregnancy
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marital and civil partner status
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sexual orientation
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gender reassignment
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religion or belief
discriminating against workers or employees because of any of the nine characteristics is against the law.
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what are the types of discrimination?
discrimination can come in any of the following forms:
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direct discrimination - a worker or employee is treated less favourably than others because of their association with or status regarding one or more protected characteristic
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indirect discrimination - when someone with a protected characteristic is put at an unfair disadvantage due to a rule or policy that applies to everybody but which affects the person disproportionately due to their association with or status regarding one or more protected characteristic
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harassment - when someone's dignity is violated through unwanted behaviour linked to a protected characteristic, creating an offensive environment for them
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victimisation - when someone is treated unfairly because they have complained about discrimination or harassment or have, for example, supported someone else’s claim
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disability discrimination - when someone with a disability is directly or indirectly discriminated against in relation to their disability and/or when an employer fails to make reasonable adjustments to reduce disadvantages caused by disability
for more information, read equal opportunities and discrimination.
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what does the recruitment process involve?
the recruitment process involves a variety of steps, including:
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drafting a job description and person specification - setting out the requirements of the role
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advertising the vacancy - this should be done across a variety of channels (eg on job websites and in newspapers) to attract a broad range of applicants
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screening applications - reviewing applications against the requirements of the role
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selection testing - testing an applicant’s skills where this is required for the role
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interviewing - speaking to applicants to assess their suitability for the role
during all stages of recruitment, care must be taken not to discriminate against any applicants. for more information, read recruitment.
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what are the consequences of not complying with a recruitment policy?
if an employee (including those holding senior positions) doesn't comply with the recruitment policy, they may be subject to disciplinary action. in serious instances, non-compliance with the policy may lead to the dismissal of that person with immediate effect.
in some circumstances:
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employees may be personally liable for discrimination
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discriminatory acts may result in legal action and may constitute criminal offences where the harassment was intentional
employers will be jointly responsible for an employee’s acts of discrimination unless the employer can show that they did everything they could to prevent it.
for more information, read equal opportunities and discrimination.
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is it legally required to train staff on equal opportunities?
while not legally necessary, it is recommended to train staff on equal opportunities. those responsible for recruitment are the most likely to be the subject of discrimination allegations, and should therefore be trained on equal opportunities and on how to ensure a fair and non-discriminatory recruitment process.
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