Hr Practices

Recruitment Process-
A vacancy arises. Sometimes this is due to the creation of a new job, on other o
ccasions it may be because an existing member of staff has been promoted or is r
etiring.
The job description is updated and an employee specification is written. The job
description lists the duties of the job whilst the employee specification gives
details of the experience, skills and abilities needed to carry out the job.
A vacancy advertisement is written and is circulated via Walsall Council s weekl
y bulletin, Job Shop Weekly. Other media can be used including newspapers, inter
net recruitment sites, specialist publications and the Employment Service.
Application forms are sent out along with copies of the job description and empl
oyee specification and must be returned on or before the closing date that has b
een set. See our applying for jobs page for further information.
A shortlist is compiled of applicants who are going to be invited to attend for
interview. This is done by the recruitment panel who compare each application fo
rm with the requirements of the employee specification. Feedback can be provided
(upon request) to those not shortlisted and applicants have the right to compla
in if they feel they have been unfairly treated.
Interviews are held. The panel will use the same set of questions with each interviewee. The interview may include a selection test. Feedback can be provided (u
pon request) and unsuccessful applicants have the right to complain if they feel
they have been unfairly treated. See our interviews page for further informatio
n.
References will be requested. The successful applicant for jobs working in certa
in areas, including working with children or vulnerable adults, will be asked to
apply for a criminal disclosure check through the Criminal Records Bureau.
Appoint the successful candidate and arrange induction training.
Effects of ideal recruitment

THE 11 Point Recruitment Plan:-

Be clear about... [continues]

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