Policies and Procedures

Recruitment Policy

Recruitment Policy

Adopted by NOCTON PARISH COUNCIL 12/03/24

 

Index

Introduction

1. Position Descriptions

2. Person Requirements (qualifications / experience)

3. Recruitment panel

4. Job advert

5. Application Form

6. Interview invitation

7. Interview Process

8. Job offer

9. Induction

 

INTRODUCTION

 

This policy refers to the approach that should be taken by Nocton Parish Council when recruiting for paid employees of the Parish Council (including Nocton Hub).

 

It has been developed following consultation with the Lincolnshire Association of Local Council’s website and will comply with the equality act 2010 and all other relevant legislation.

 

1. POSITION DESCRIPTIONS

 

A position description should be in place for all paid employee roles within Nocton Parish Council.

 

The position description should be up to date and include a broad overview of the requirements of the role as well as a more detailed summary of the key responsibilities of the role.

 

2. PERSON REQUIREMENTS

 

In advance of any recruitment activity, the requirements of a successful candidate for the role should be drawn up and agreed by council.  This can include qualifications, experience and availability (working hours and / or when the role will start).

 

 3. RECRUITMENT PANEL

 

The recruitment panel should be made up of at least 3 councillors including the line manager of the role being recruited for if appropriate.  In certain circumstances a non-councillor may be invited to be part of the panel to cater for any required specialist knowledge

 

The role of the recruitment panel is to advertise the role, select interview invitees from applicants, carry out the interview and make recommendations to full council regarding successful applicants.  The full Parish Council should make the final decision regarding any job offer made.


4. JOB ADVERT

 

The job advert should contain the following details of the role:

  • Position (with a short description of the role)

  • Employer

  • Salary (pro rata if required)

  • Hours of work

  • Place of work

  • How to apply

 

The advert should be placed in the most appropriate places for the role and should be placed in the kost cost effective places for the Parish Council (eg. website, noticeboards, local publications, NKDC & LALC, Facebook sites etc…)


5. APPLICATION FORM

 

The application form must include (along with personal and contact details of the individual) details of ALL previous employment as well as an opportunity for the applicant to list qualifications, experience and reasons why they should be the successful applicant for the role.  Additionally, at least two referees should be provided.  The Applicant should be asked to declare whether they have any unspent previous convictions (as defined in Section 5 of the Rehabilitation of Offenders Act 1974) or any criminal charges pending.


6. INTERVIEW INVITATION

 

The interview should take place in a private space (no interruptions) and at a time convenient to the interview panel and, insofar as possible, the applicant.

 

The invitation should describe the style of interview as well as spelling out any requirements of the applicant for the interview (eg presentations etc…)


7. INTERVIEW PROCESS

 

The interview panel should be a minimum of 3 councillors, including the line manager of the role in question if appropriate.

 

At the beginning of the process, the panel will elect one of their members to chair proceedings.

 

The interview should start with introductions and a description of the forthcoming process (given by one of the interview panel).

 

The questions posed during the interview should be agreed in advance by the panel and should be based upon the competencies required of the role.  Each question should request an example of where the applicant has utilised the skill or competence in question.

 

Additional questions can include those that request an example of where the competence in question has been used and how the applicant might have done things differently if the desired outcome had not been achieved.

 

Answers to questions should be written down by each of the panel and the quality of the response should be scored out of a pre agreed value.  Each question can be of the same value or can be weighted dependent upon the importance of the competence being explored.

 

At the end of each interview, the total score of each panelist is taken and the candidate with the highest score should be considered as the one to be offered the role first.  Substitutes should be taken in order of the score achieved, though if no candidate was deemed suitable, a job offer need not be made.

 

All interview documentation must be retained for reference purposes for 6 years.


8. JOB OFFER

 

Any job offer made should confirm the requirements of the role (position description) as well as the terms and conditions applicable to the role (contract of employment).

 

Acceptance of the role should be indicated by the returning of a signed copy of the contract of employment.

 

Eligibility to work in the UK must be provided by the successful candidate before the contract can commence.

 

The position should always by offered after references have been taken and after at least two previous employers have been contacted (not including references given).

 

The employment contract should either be on a fixed term basis (eg 6 months) or include a probationary period of a similar length.  Within this period, it must be made clear that notice of termination of employment can be given for no given reason from either party.


9. INDUCTION

 

The induction process should include:

  • Introduction to other staff / Councillors

  • Access to (and understanding of) all relevant Parish Council policies and procedures

  • Sufficient time spent with the line manager to provide guidance for the role

  • An agreed period after which a review / appraisal will take place.