Hiring a new member of staff? Looking for volunteers?
You'll only smash it if you've got a robust recruitment policy in place.
We've got lots of advice here. Plus you can download job description templates.
Read on to find out more...
How to hire a great team
Recruitment Q&A
-
Do we need a recruitment policy?
If you're hiring staff, then you need a recruitment policy.
Read onIf you have volunteers working for you, you'll need one too.
The policy should outline how your organisation will appoint new members of the team. It should show your commitment to fair and consistent procedures.
The processes may differ slightly depending on the role you are recruiting for – for example, whether it's for a volunteer, a committee member or a paid member of staff.
However key principles, outlined in your policy, should underpin your efforts.
Hide -
Why should organisations have a recruitment policy?
A recruitment policy demonstrates the value that an organisation places on its workforce.
Read moreIt provides a framework for safe and effective recruitment.
Other benefits include demonstrating a commitment to:
- Fairness and consistency.
- Equal opportunities.
- The interests and needs of new personnel.
-
What should your recruitment policy cover?
Your recruitment policy should reflect the size and nature of your organisation.
Get the lowdownIt should be formal enough to be safe and effective, but without intimidating potential recruits.
It's important that your policy is developed in consultation with your existing workforce. This will ensure that it's fit for purpose and reflect the needs of your organisation.
Hide -
How often should you review your policy?
Good policies don't gather dust on a shelf. They're used, checked, and refined at regular intervals.
Dive inYou can decide how often to review it, but at least annually is recommended. This could be something to discuss every year at your AGM.
As with all policies, it should be agreed and signed off by your committee or decision-making body.
Hide
What you could include in your policy...
There's no 'one size fits all' policy that works for all organisations. Your recruitment policy will need to meet your group's particular needs.
However here are the basics that you should aim to cover..
Introduction
Provide a brief overview of your organisation, including your mission, culture and values. This will clearly show what matters to your organisation.
Paid staff and volunteers are attracted to organisations whose values align with their own.
Paid staff and volunteers are attracted to organisations whose values align with their own.
Outline the purpose
Outline the purpose of your recruitment policy. This might be to ensure that the processes for recruiting new members of the workforce are consistent and fair.
Make sure the approach you adopt is clear, compelling and designed to attract the attention of the type of people you want to recruit.
Make sure the approach you adopt is clear, compelling and designed to attract the attention of the type of people you want to recruit.
Show commitment to equal opportunities
Organisations should provide a statement that outlines their commitment to providing equal opportunities.
If your organisation has an Equal Opportunities policy or statement within your Governing Document, you may want to refer to it.
If your organisation has an Equal Opportunities policy or statement within your Governing Document, you may want to refer to it.
Outline the steps
Describe the steps that your organisation will take when recruiting new personnel.
There are some suggestions below.
There are some suggestions below.
Developing your policy further
Let's assume that you've followed the steps above and have the basics covered. Now your policy will need fleshing out a bit, so that it's fit for purpose.
Following these suggestions will help you to recruit fairly - and get the best person for the job.
The development of role descriptions
You should set out the skills and experiences needed.
Describe the role and responsibilities, expectations, time commitments, support available and desirable personal qualities.
Describe the role and responsibilities, expectations, time commitments, support available and desirable personal qualities.
Make a distinction between paid and voluntary positions
There are several differences between volunteer and paid roles which should be outlined within role descriptions.
For example, a role description for volunteers must not require volunteers to work particular hours. This can be included for paid roles.
For example, a role description for volunteers must not require volunteers to work particular hours. This can be included for paid roles.
Say how vacancies will be advertised
Outline where and how you will advertise roles.
You could also cover the information that will be included in any advert, what platforms will be used and if there is a process to advertise roles internally before they are promoted externally.
Where you advertise can help you attract a more diverse workforce. A good starting point is your website, newsletter and social media channels.
But also how about your local paper or a shop window? Or distribute flyers around your local community?
You could also cover the information that will be included in any advert, what platforms will be used and if there is a process to advertise roles internally before they are promoted externally.
Where you advertise can help you attract a more diverse workforce. A good starting point is your website, newsletter and social media channels.
But also how about your local paper or a shop window? Or distribute flyers around your local community?
Outline the application process
You should outline the steps a candidate needs to complete when applying for a role.
The process could range from an informal chat to the completion of an application form.
The process could range from an informal chat to the completion of an application form.
Describe how you'll shortlist candidates
If you get multiple applicants for the same post, you should define how you will shortlist them.
This may be based on selection criteria to determine their suitability including skills, experience and required qualifications.
This may be based on selection criteria to determine their suitability including skills, experience and required qualifications.
What happens after shortlisting?
Will there be an interview or trial shift?
Let the candidates know what they can expect if they're shortlisted.
Let the candidates know what they can expect if they're shortlisted.
How will you keep everyone safe?
Your policy should outline the measures you will undertake to ensure safe recruitment.
This may include DBS checks, qualification requirements, self-declarations and reference checks.
This may include DBS checks, qualification requirements, self-declarations and reference checks.
What happens when you've chosen an applicant?
Are there further steps to go through?
The appointment may need to be confirmed at an annual general meeting, emergency general meeting or committee/board meeting.
The appointment may need to be confirmed at an annual general meeting, emergency general meeting or committee/board meeting.
What's the induction process?
Describe how you will welcome and induct new members of your workforce and support them in their new role.
This may include a handover period, induction pack, mentoring or shadowing.
You'll need to introduce your new recruits to key policies like Codes of Conduct, health and safety policies, safeguarding policies and so on.
This may include a handover period, induction pack, mentoring or shadowing.
You'll need to introduce your new recruits to key policies like Codes of Conduct, health and safety policies, safeguarding policies and so on.
How will you identify training and development needs?
Outline how you will identify and track any training and development needs of your new personnel.
You could do this in your initial induction, or through a workforce development plan and regular appraisals.
Alternatively, you could do this through informal discussions.
You could do this in your initial induction, or through a workforce development plan and regular appraisals.
Alternatively, you could do this through informal discussions.