How we recruit people

Before starting the recruitment process, think through what kind of contract is needed and what the job really involves, before getting agreement to recruit from your manager.

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 to employ, you’re ready to offer them the job (you can ask your Resourcing Consultant to do it if you like). The Resourcing team will then send out the conditional offer email, and take up references and gather other information. They’ll also let the other candidates know they haven’t been successful. When your job offer has been accepted and the employment checks are done, it’s a good idea to call the successful candidate to make them feel welcome and start discussing their induction process.

When your candidate accepts our job offer, fill out a new starter form in our admin system, SAP. This means they’ll have access to the building and be issued with a laptop, and it will mean we can pay them.