This policy provides a structured, consistent and fair approach to every recruitment at ASOSH and guides hiring managers, panel members and HR through each step.
Principles of recruitment
- Values — people we recruit should share and support the vision, mission and values of ASOSH.
- Excellence — we seek people of high calibre who can meet the challenges of their role.
- Non-discrimination — we recruit suitably qualified people irrespective of gender, age, disability, marital or parental status, ethnicity, religion or belief, or sexual orientation.
- Diversity — we aim for a broad and balanced team that reflects the communities we serve.
- Accountability — procedures are fair, objective, impartial, transparent and documented.
- Efficiency — we balance a timely process with long-term workforce planning.
- No preferential treatment — appointments are made on merit, never because of family ties or friendship.
- Confidentiality — applicants’ personal data is kept confidential and used only for recruitment.
Planning a recruitment
- Identify the needThe hiring manager confirms the need for the role and its budget with management.
- Prepare the advertisementThe hiring manager and HR prepare a clear job description and person specification.
- Plan the processHR and the hiring manager agree the timetable, the hiring panel and the assessment methods.
Advertising
Positions are normally filled through open, competitive recruitment, advertised widely enough to reach a diverse pool of candidates. Direct appointment without competition is exceptional and must be justified and approved in advance.
Shortlisting and interviews
- The hiring manager shortlists candidates against the published criteria.
- Interviews are conducted by a panel that includes the hiring manager and, where appropriate, HR and a colleague from another team.
- All candidates for a role are asked comparable questions and may be given a practical test or written assignment, assessed consistently.
Decision and references
Panel members record their feedback after interviews. References are taken for the preferred candidate before an offer is made. The hiring manager recommends the successful candidate for approval, and HR informs unsuccessful candidates promptly and courteously.
Offer and records
HR makes the formal job offer, subject to satisfactory references and any required checks. Once a recruitment is closed, application documents of unsuccessful candidates are deleted in line with our privacy policy.
Review
This policy is reviewed whenever management or HR identify a need, and at least every two years.