Recruitment Policy

The purpose of this policy is to ensure that Sure employs and promotes the most appropriate employee and/or job applicant in a fair and consistent manner free from discrimination.

In line with Sure’s Equal Opportunities Policy, Sure aims to ensure that no discrimination against a candidate for a job takes place in any part of the recruitment process due on the grounds of sex, race, marital status, sexual orientation, age, religion or belief, carer status, disability, gender reassignment or pregnancy/maternity status.  These are known as Protected Characteristics.

This policy should also be read in conjunction with the Sure “Vetting & Classification of Roles” procedure.

This policy relates to all stages of recruitment - from identifying the need for a post to taking up references of the successful candidate.


Applications for posts should be made via email using the recruitment e-mail address (, through the careers website, LinkedIn or directly to the HR Manager.

Candidates will be asked to confirm their eligibility to work in Guernsey, Jersey or the Isle of Man (as relevant) in order to comply with local housing and employment legislation.

On receipt of a completed application, the candidate will receive an acknowledgement of receipt and will be informed that they will be contacted within 14 days if they have been successfully shortlisted for an interview.

All internal applicants must inform their current Line Manager that they wish to put themselves forward for the post prior to submitting their application.

Shortlisting and notifying candidates:

Each member of the interview panel will review the applications that are received prior to the closing date.

A consensus is reached on which candidates are the most suitable for the post and should, therefore, be shortlisted for an interview.

Shortlisted candidates will be informed of the date, time, interview panel and location of the interview.

Shortlisted candidates will also be advised to contact a member of the HR team if any adjustments or access assistance is required.

The interview:

Prior to interviewing a candidate a “Sure Interview Scoring Grid” will be prepared by the HR Team, based on the essential and desirable person specification criteria outlined in the job description. Each criterion is given a weighting based on it’s importance relative to the post.

Decisions about successful candidates will be made through consensus by the interview panel on consideration of the responses to the questions set and will be based on the best person for the job. An interview scoring grid will be completed for each shortlisted candidate and used as part of the decision-making process. These completed scoring grids will be retained on file in line with GDPR.

Members of the interview panel will treat each candidate equally by interviewing them on the basis of the person specification and prepared questions. The candidates should be asked the same questions, and only those that are relevant to the job. A member of the HR Team will be present at either the first or second-stage interview for each applicant.

Making the job offer:

The successful candidate will be verbally offered the post by a member of the HR team once the salary offer has been approved by the HR Director. The offer will be subject to satisfactory references and may also be subject to a satisfactory police disclosure and/or a satisfactory qualification check.

A start date is agreed and the offer will be confirmed in writing (again subject to satisfactory references etc if not yet received). The candidate will be asked to sign a copy as acceptance of the post and return this, along with other starter paperwork, to the HR Office.

All successful candidates will receive a copy of the terms and conditions on which employment is offered with their offer letter.

Unsuccessful candidates will be informed once the successful applicant has accepted the position. Constructive feedback can be given on their interview performance.


References and checks:

References will be taken up prior to the successful candidate starting in post.

Referees will be asked to confirm how long they have known the candidate and in what capacity, , honesty, capability and suitability for the new role.

Other checks, if required, may include qualification checks, housing status and/or a police disclosure check. These will also be taken up prior to the successful candidate starting in post.

If there are any concerns about the references/checks that are received, the situation will be considered by the relevant future manager and the Human Resources Manager/Human Resources Director.

Once all of the above conditions have been met, and the employee has successfully completed their probationary period, the individual’s employment will be deemed to be permanent.


Monitoring & Review of Policy

The HR Department will continually review the process used and its effectiveness in attracting good quality candidates, analysing the content and placement of the advert and effectiveness of the scoring grid in aiding the decision-making process.

In addition, this policy and the practices of the organisation will be formally reviewed every 3 years to ensure it remains up to date and compliant with the law and best practice.


Remedial Procedure

If you believe that you have been subjected to discrimination on the grounds of any protected characteristics, you should invoke the Company's Grievance Procedure or speak to a member of the HR team. 



Equal Opportunities


Sure is an equal opportunity employer.

Sure is committed to providing a working environment in which all employees are able to realise their full potential, free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.  We are committed to a culture where respect and understanding is fostered and the diversity of people’s backgrounds and circumstances will be positively valued. While specific responsibility for eliminating discrimination and providing equality of opportunity lies with managers and supervisors, individuals at all levels have a responsibility to treat others with dignity and respect. This is a key employment value to which all employees are expected to give their support and is reflected in all the Company's policies.

Through this policy and the training and development of managers and employees, the organisation will do all it can do to promote good practice in this area in order to eliminate discrimination and harassment as far as is reasonably possible. The Company will also continue to work towards its dedicated goal of encouraging and promoting equality, diversity and inclusion within the workforce.

Specifically, the Company aims to ensure that no employee, job applicant, customer or supplier is discriminated against, either directly or indirectly, on the grounds of sex, race, marital status, sexual orientation, age, religion or belief, carer status, disability, gender reassignment or pregnancy/maternity status.  These are known as Protected Characteristics.  This applies to all aspects of employment.

The Company will also endeavour to prevent any employee who has taken action against discrimination from being subjected to victimisation of any kind.



Direct Discrimination occurs when someone is treated less favourably due to one or more “protected characteristics”

Indirect Discrimination occurs where an unjustifiable requirement or condition is placed on a job, the effect of which is that fewer people of one (or more) Protected characteristics  can comply with it.

Victimisation occurs when a person is treated less favourably because it is suspected or known that they have brought proceedings, or have given evidence or information relating to such proceedings, or have alleged that discrimination has occurred.

Harassment is unwanted conduct related to a protected ground or of a sexual nature which has the purpose of effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

At Sure we oppose and avoid all forms of unlawful discrimination. This includes in the areas of:

  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities


Monitoring and Review

Within the framework of local legislation in each jurisdiction, the Company is committed, wherever practicable, to achieving and maintaining a workforce that reflects the communities in which it operates.

The Company may keep such records (in line with the Sure Data and Document Retention Policy) as are necessary to ensure that the policy is effectively monitored and maintained.

All aspects of Human Resources policies and procedures will be kept under review to ensure that they operate in a non-discriminatory manner.


Remedial Procedure

If you believe that you have been subjected to discrimination on the grounds of any protected characteristic  you should invoke the Company's Grievance Procedure or speak to a member of the HR team.