Recruitment and Selection Policy
Policy Statement
The recruitment of people into A4S at all levels is a vital activity. It is the first step in the process whereby A4S‘s principle
aim of seeing young people’s potential realised and released can be achieved.
The standards of recruitment practice and the quality of people recruited have a major influence on the image and direction
of A4S and its capacity to deliver excellent service to our clients.
The primary aim when recruiting staff is to ensure that the best person is selected for the post. The selection process for
each post in A4S is carried out in accordance with:
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

The purpose and faith basis of A4S
Procedures which are efficient, effective and fair
Procedures which embody those aspects of legislation which have implications for recruitment, including:
- Employment Protection (Consolidation) Act 1978
- Employment Relations Act 1999
- Data Protection Acts 1998
- Human Rights Act 1998
- Disability Discrimination Act 1995
- Sex Discrimination Act 1975 and 1986
- Race Relations Act 1976
- Equal Pay Act 1970
- Employment Equality (Religion or Belief) Regulations 2003
- Equal Opportunities Policy
It is recognised by A4S that all people concerned with the recruitment process must have a clear understanding of the
above.
As an employer, A4S aims to ensure that no job applicant or staff member receives less favourable treatment on the
grounds of sex, marital status, race, colour nationality, ethnic origin, disability, or age.
Procedure
All the recruitment practices of A4S will adhere to the principles laid down in this policy. Fairness and equality of treatment
will underpin all the activities of managers and staff within this policy.
Pre-Advert
The Human Resources Officer will keep the Management Team up-to-date on current staffing levels, vacant posts, and
when people are considering leaving. When a vacancy arises, the Management Team will review the requirement to fill the
vacancy. This will include a review of whether the post needs to be filled, the most efficient way of filling the vacancy, the
job description, and the person specification. Before deciding to advertise for the post, the Management Team will have
discretion to consider the current staffing situation and explore the possibility of re-deploying existing staff to meet staffing
needs.
The criteria for candidates to the post (or person specification) will be agreed at the beginning of the selection process and
will be compiled using a competency-based approach. Weightings for each of the criteria will also be determined at the
start of the process. The person specification will form the framework for making the final decision. Applicants will be
selected, promoted and treated solely on the basis of their relevant merits and abilities directly related to the job.
Advertising
The Human Resources Officer, in conjunction with the Management Team, will identify when to begin advertising for a
post, to ensure continuous and adequate staff coverage.
Advertisements will normally be placed externally. Adverts shall include a closing date for applications. When placing an
advert, consideration will be given to the advertising medium to be used. The Human Resources Officer will base the
decision on a combination of factors including: media coverage, advertising costs and the level of post being recruited.
The Management Team will have discretion to decide to place adverts internally only.
Applications
Applicants will be invited to write in or email for further information and an application form. Only applications submitted
on the A4S application form will be accepted. The information pack sent to applicants will include: a response letter, an
application form (including a request for references), job description, criteria (person specification), and any additional
information relevant to the post.
Short-listing
The Human Resources Officer prior to short-listing taking place will remove the equal opportunities monitoring form from
the application. Candidates will be short-listed against the criteria for the post (person specification) agreed prior to the
advertisement being placed. The Human Resources Officer will conduct the short-listing process, in consultation with The
Management Team. Candidates invited to interview will be informed by telephone and letter. They will be asked if they
have an up to date CRB they can bring to the interview. Personal reference request forms will be sent to the referees listed
by the applicant at this time.
Interview
Interviews will be conducted in a suitable location, giving consideration to placing the applicants at ease.
The interview panel will:
 Consist of two or more people
 Include the Human Resources Officer
 Include the line manager for the post applied for.
At interview, the skills and abilities required of the successful candidate will be fully discussed. Care will be taken to ask
questions which do not discriminate in any way.
Format for the interview will be as follows:
Prior to the interview:
 Each member of the interview panel will read the candidate’s application and references, plus any other
information submitted.
Recruitment and Selection Policy
August 2015

The interview panel will review the Criteria for the post, questions to be asked during the interview and the
interview score sheet, and to decide who will anchor the interview. If scenarios will be used to assess the candidates
fitness for the position, these will be reviewed at the pre-interview meeting.
During the interview:
 The anchor for the interview will begin by introducing the members of the interview panel. They will present the
A4S mission and give an overview of the services provided. The panel will ask the candidate questions and record
their responses to the candidate’s answers. Space will be given for the candidate’s own questions.

At the close of the interview, the anchor will give more information about the duties of the post applied for, ask
when the candidate would be available to start and explain when A4S will contact the candidate to inform them of
the result (pending references).
Selection
The interview panel will meet to discuss the interview, their scoring of the candidate against the previously set criteria, and
judgements made from the interview. The panel will decide whether to accept or decline the candidate, based on all the
information gained from the recruitment process. If more information is required to make a decision, they will ask for one
or more additional references and inform the candidate of the delay. The Human Resources Officer will keep a note of the
interviewer’s decision and the reasons/evidence to justify this decision.
Informing Applicants
Unsuccessful candidates will be informed in writing and will be given verbal feedback by the Human Resources Officer on
request.
Successful candidates will be informed first by telephone, followed by a formal written offer of employment. With this
letter, A4S will send:
 a copy of the A4S Code of Conduct,
 a contract,
 information on start date and to whom to report,
 location of work,
 remuneration information,
 what to bring on the first day of employment (i.e. P45/P46, driving licence (if appropriate), identification for CRB
check, National Insurance Number), and
 information about the induction process.
In some cases, A4S may wish to hire a candidate but not have a position open. If the applicant so desires, A4S will notify
them regarding other possible positions as they arise.
Checks
The initial offer of employment will be made subject to satisfactory references. In addition, A4S has a statutory duty to
carry out a Disclosure and Barring Service check for new employees’ suitability to work with children and young people.
New employees will not commence employment until these conditions have been met. Please see A4S Safeguarding
Children (Child Protection) Policy and Procedure for more information.
Monitoring
The Human Resources Officer will have responsibility for the implementation, monitoring and review of the Recruitment
and Selection Policy and Procedure. Application forms for unsuccessful candidates will be kept for a minimum of 6 months
and then destroyed.
Recruitment and Selection Policy
August 2015
Appeals
If applicants feel unfairly treated on any grounds they may appeal in writing to the Management Team, stating clearly their
reasons for dissatisfaction. The Human Resources Officer will investigate on behalf of the Management Team by
acknowledging the complaint within 5 working days of receipt and responding in more detail within 10 working days.
Brian Burke - A4S Chair of Trustees
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Reviewed: August 2015
Next review: August 2016
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Recruitment and Selection Policy
August 2015
Recruitment and Selection Policy
August 2015
Recruitment and Selection Policy
August 2015