Sure aims to recruit the best possible candidates for posts and by adhering to this recruitment policy, we ensure that our practices reflect good practice and are free from bias and 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 to age, disability, race, religion or belief, sex, sexual orientation, gender reassignment, marriage or civil partnership, pregnancy or maternity.
This policy relates to all stages of recruitment - from identifying the need for a post to taking up references of the successful candidate.
a) Applications for posts should be made via email using the recruitment e-mail address (firstname.lastname@example.org) or directly to the HR Manager.
b) Candidates will be asked to confirm their eligibility to work in the relevant jurisdiction in order to comply with local housing and employment legislation.
c) 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 of the closing date if they have been successfully shortlisted for an interview.
Shortlisting and notifying candidates:
a) The recruiting Manager will review the applications that are received prior to the closing date. In some cases, the applications will also be reviewed by other members of the interview panel.
b) Candidates which are the most suitable for the post in line with their skills and experience will be shortlisted for an interview.
c) Shortlisted candidates will be informed of the date, time, interview panel and location of the interview.
a) 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. If felt to be appropriate, each criterion is given a weighting based on it’s importance relative to the post.
b) 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 Data Protection Laws.
c) 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. For the majority of roles, a member of the HR Team will be present at either the first or second-stage interview for each applicant.
Making the job offer:
a) 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, a satisfactory police disclosure and a satisfactory qualification check.
b) 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 start paperwork, to the HR Office.
c) All successful candidates will receive a copy of the terms and conditions on which employment is provided along with their offer letter.
d) 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:
a) References will be taken up prior to the successful candidate starting in post.
b) Referees will be asked to confirm how long they have known the candidate and in what capacity, absence records, honesty, capability and suitability for the new role.
c) Other checks, will include qualification checks, housing status and a police disclosure check. Where possible, these will also be taken up prior to the successful candidate starting in post.
d) For particular roles in the organisation Finance Check and Jersey police assessments may be required.
e) 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.
f) 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.
Sure is committed to providing a working environment in which employees are able to realise their full potential and contribute to business success. 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. 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, colour, nationality, language, ethnic or racial origins, marital status, sexual orientation, age, religion, part-time working status or disability (sex, race, marital status, etc.). 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. The only exceptions to the policy are those situations where there are legal restrictions on employment (for example, where a housing licence cannot be obtained).
Direct Discrimination occurs when someone is treated less favourably because of his or her sex, race, marital status etc. Indirect Discrimination occurs where an unjustifiable requirement or condition is placed on a job, the effect of which is that fewer people of one race or sex 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.
Recruitment and Development
Applicants will be informed that the Company provides equality of opportunity in employment. Managers should only specify particular qualifications or requirements that are needed for the safe and effective performance of the job. Interviews will only cover the applicant's suitability for employment and their ability to fulfil the requirements of the job. All employees will be encouraged to discuss their career prospects and training needs with their line manager and opportunities for internal job moves will not be restricted on the basis of sex, race, marital status, etc.
Employment Terms, Benefits and Facilities
The Company's terms and conditions of employment, access to benefits, training and other facilities will not differentiate between employees either directly or indirectly, on grounds of sex, race, marital status etc.
Part-time workers will not be treated less favourably than comparable full-time workers, unless the treatment is justified on objective grounds.
Monitoring and Review
Within the framework of the law, the Company is committed, wherever practicable, to achieving and maintaining a workforce that broadly reflects the communities in which it operates. The Company will keep such records 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.