Policy Statement 

Bright Brains Global will recruit for employment only those individuals who can show the requisite level of education, qualifications, experience and aptitude, appropriate to the work they are required to undertake, and will not discriminate, unlawfully, in the provision of employment opportunities.

Definition

Recruitment refers to the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs (either permanent or temporary) within an organization.

Purpose

To ensure clarity on the details needed to fill in a particular job vacancy.

Procedure

Preliminary work

All recruitment starts with the identification of a current Job Description and a current Person Specification. At the beginning of the recruitment procedure, where necessary, new Descriptions/Specifications will be drafted, or existing ones reviewed and updated.

Careful attention will be given to such documents to ensure that they do not, for example, promote unlawful discrimination against any of the “protected characteristics” as outlined in the Equality Act 2010.

Attracting candidates

Applicants will be attracted to vacancies by way of the following:

• Internal advertising of the vacancy on the Staff notice board(s);
• Word of mouth (always encouraged, but see cautionary note below);
• External advertising – where appropriate and necessary.

Use of the Application Form

• All applicants (regardless of position) must be provided with an Application Form and this must be completed before further consideration can be given to their application. As the Application Forms contain personal information (data) then instructions for the return of the Application Form to Bright Brains Global will include the name of the person who is to receive the Form, and by implication, also charged with protecting such information throughout the application process;

• No formal selection interview will take place without the Interviewer being in possession of, and having reviewed, the Application Form.

These simple but essential steps will ensure that ALL relevant information is collected as early as possible in the recruitment process.

Shortlisting

• All applications will be reviewed and a shortlist of applicants will be selected for further consideration;
• Shortlisting decisions will be taken by reference to the Job Description, the Person Specification and the content of the Application Form, together with a review of any accompanying letter of application, CV, or Resume¢;
• All decisions will be recorded, as will the principle underlying reason(s) for the decision either to proceed, or to reject the applicant;
• Additional information which may have been requested for monitoring purposes (such as age, marital status etc.) will NOT be reviewed as part of the initial screening process;
• Applicants not selected for further consideration will be informed by letter as soon as possible following the decision.

Selection

Selection will primarily be based upon a considered assessment and review of the applicant’s ability to match or exceed the minimum requirements as laid down in the Person Specification for the position. Other important considerations will, amongst other things, be the applicant’s motivation, aspirations, and prospects of establishing harmonious and successful relationships at work.

Validation and References

Validation will take place, as appropriate, in the following areas:

• Education, qualifications and training;
• Professional Registrations (if appropriate to the position);
• Health;
• Personal background.

Contracting

All new employees will be provided with a written job offer together with a Written Statement of Particulars of Employment.

Review and Improvement

This Policy will be amended from time to time to ensure it remains up-to-date. 

Policy was last updated on 01/12/2021