Everyone who comes to work with us needs to have the right skills, knowledge and attitude. Our recruitment processes are designed to help us consistently recruit the right people.
If you’re recruiting someone to work with children, young people or vulnerable adults, you’ll need to follow our minimum safer recruitment standards. This involves running DBS and other checks and paying extra attention to the CV and application form.
When you’ve got agreement to start looking for a new employee, you’ll need to speak to a Resourcing Consultant. They’ll get in touch with you to understand exactly who you’re looking for to join your team, and will talk you through our job advertising packages and assessment tools. They’ll help you decide on the right strategy to find the right person.
The way you write your advert could make a big difference to who applies for the job. It may be the first contact candidates have with us, so it’s vital that it gives the right first impression about working here. Focus on the specifics of the job, what knowledge and experience will allow someone to do it well and the benefits of working in your team.
Sometimes the easiest way to get someone quickly or with special skills is to use a recruitment agency. We use an agency called Pertemps for all our agency workers. You’ll need to fill in a vacancy approval form on SAP and carefully determine the person’s IR35 status
This is your opportunity to see who will perform well in the role. You’ll be able to assess the skills, knowledge and values of the candidates on your shortlist. And it’s a chance to get an idea of whether you’ll be able to work well together. Make sure that you plan interview dates from the start, so candidates can be told about them.
When you’ve made a decision about who you’d like in your team, you’re ready to offer them the job.
When your candidate accepts, discuss a provisional start date, taking into consideration their notice period with their current employer. Answer any questions, and let them know that the Resourcing team will be in touch to discuss next steps.
Inform the Resourcing team that they have accepted your verbal offer and let them know your candidate’s expected start date.
The Resourcing team will let the unsuccessful candidates know they haven’t been successful.
Before you confirm your new employee’s start date, make sure all the correct documents are in place. Your new starter won’t be able to take up their job otherwise.
As soon as you have a start date agreed you should complete the New Starter Form. The New Starter Form triggers your new starter’s IT setup; makes sure they have the equipment they will need; and that they will be added to our payroll.
Any gaps or incorrect details provided in the New Starter Form may mean your new team member may experience some difficulties accessing information or accounts in their first few days and or risks incorrect payment.
You will need the following information about your new starter to hand when completing the form (the Resourcing team will send you a pack with all the candidate’s personal details required):
- Post ID (this post should be sat within your structure on SAP)
- Start date
- Full name
- Date of birth
- National Insurance number
- Home address
- Working pattern
- Specialist software required
- N:drive folder access required
- Equipment needs – e.g. laptop, mobile
- Request for DBS check if applicable
- Covid-19 vaccination status if applicable
The new Starter form is integrated into SAP Manager Self Service and can be found under the MSS Chart icon under Manager Apps on the SAP Launchpad. Click here to read the user guidance or watch our video guide.
Once the New Starter Form has been submitted, the Resourcing team will request the new starter’s building pass. The Facilities team will email the hiring manager when the pass is ready to be collected. Should you need to make the request yourself, you can do so via the Building Pass Request Form.