Recruitment Policy

Summary

This Policy has been developed with reference to the Equality Act 2010, HR selection policies in the public sector and the Chartered Institute of Personnel Development (CIPD)’s best practice.  As such, the HGI is committed to complying with all relevant employment laws and regulations, ensuring fair treatment of all candidates.

The purpose of this recruitment policy is to establish clear guidelines for the recruitment, selection, and onboarding of staff and volunteers at the HGI, ensuring alignment with our Values and Mission.

This Policy applies to all recruitment activities for positions at HGI, including full-time, part-time, temporary staff, and volunteers.

Overriding Principles

The HGI recognises the importance of ensuring that its governance, staffing, and registrant base reflect the diversity of the wider community that it serves.  The HGI is committed to promoting diversity and inclusivity in the workplace.  As such, we encourage applications from individuals of all backgrounds and experiences, based upon the principle of ‘Merit-Based Selection’ i.e., recruitment decisions will be based on the candidates’ qualifications, experience, and alignment with the HGI’s Values, thereby ensuring a fair and transparent selection process.  As regards confidentiality, all personal information provided by candidates will be treated confidentially in compliance with GDPR (General Data Protection Regulation).

Recruiting to Areas where the HGI is Currently Underrepresented

Job Adverts

Job openings will be advertised through appropriate channels, including the HGI’s website, social media, and relevant professional networks, to reach a diverse pool of candidates.  The HGI will also consider advertising on diversity-focused platforms, such as Disability Jobsite or job boards, to ensure outreach to underrepresented groups.

Where it is identified that a particular role is underrepresented, the relevant job advert will include a statement highlighting the underrepresentation and encouraging applications from the group in question.  However, the advert will also state that selection will be based solely on merit, in order to comply with equality statute.

To reduce the risk of unconscious bias occurring in the advert, ‘critical friends’, such as the External Oversight Committee (EOC), will be asked to review its wording to ensure that no particular group is discouraged from applying.

Accessibility

The HGI is committed to ensuring accessibility throughout the recruitment process.  Reasonable adjustments will be made for candidates with disabilities, and clear instructions on how to request such adjustments will be included in job adverts.

Candidates’ Applications

Candidates will be invited to submit applications that include a résumé and a cover letter detailing their suitability for the role.

‘Paper-Sifting’

If it is necessary to conduct a ‘paper sift’, all applications will be anonymised to ensure that the risk of unconscious bias is reduced.  Identifiable information, such as names and genders, will be removed. Clear and comprehensive job descriptions will be developed for each position, outlining responsibilities, required qualifications, and desirable attributes.  Applications will be assessed against this role profile and scored accordingly to add objectivity to the process.

Pre-Interview Selection

Following the ‘paper sift’, successful candidates will be subject to a pre-interview, conducted via Zoom to ensure that only the best candidates proceed in the process.  The purpose of this pre-interview is to ensure that candidates meet the minimum requirements for selection when compared to the job description.  To minimise the risk of unconscious bias, these pre-interviews will be conducted with the camera off, and interviewers will receive training to conduct assessments impartially.

Interview

Selection to any role will be by way of competency-based interview.

Candidates will be asked competency-based questions in order to assess their ability to perform the role, i.e., interviewees will be asked to provide examples of how they evidence the skills and behaviours required.  These questions will be linked to the HGI’s Ethics Policy to ensure that candidates exhibit the Values of the organisation.  Candidates may also be asked to describe how they might deal with a hypothetical situation that might arise in the role applied for, by drawing upon their personal experience or detailing their approach.  The purpose of this type of question is to assess how the candidate might actually perform in the role.  Candidates may also be asked to complete practical assessments to evaluate their suitability for the role.

At the conclusion of the interview, candidates will be scored against the competency framework again, to add objectivity to the selection process.  The candidate scoring the highest will then be selected.

Offer of Employment

Before making an offer of employment, reference checks will be conducted to verify a candidate’s qualifications and previous work experience.  For roles requiring interaction with vulnerable groups, enhanced disclosure checks (e.g., DBS checks) will be conducted as part of the safeguarding process.

Successful candidates will then receive a formal offer of employment, including details about salary, benefits, and terms of employment.

‘Onboarding’

All new hires will undergo an orientation programme to familiarise themselves with the HGI’s Mission, Values, and organisational culture.

New employees will receive training relevant to their roles, including any necessary professional development opportunities.  Safeguarding and GDPR compliance training will be mandatory as part of the onboarding process.

Reviewing this Policy

This recruitment policy will be reviewed annually to ensure its effectiveness and alignment with the evolving needs of the organisation.  Feedback from candidates and staff will be considered to ensure continuous improvement.

For any inquiries related to the recruitment process, please contact the HGI Office.

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Last Reviewed: December 2024