Call Us: US - +1 845 478 5244 | UK - +44 20 7193 7850 | AUS - +61 2 8005 4826

Training and career development for individuals

Recruitment and selection Most organisations will have a basic record of workers from their original application form. A well designed form can provide not only the necessary information to aid shortlisting, but also a guide for the interview. Only questions directly relevant to the job requirements should be asked, as to do otherwise may be potentially discriminatory11; for instance, questions relating to trade union membership and marital status should not be included on any application form as they may be construed as evidence of intention to discriminate. Examples of application forms are in Figures 1 and 2 (pp21-24). Some organisations may use CVs (curricula vitae) to provide a record of basic personal and work history information, without the need for the individual to complete an application form. Information about criminal convictions may be asked if relevant to the job, but be aware of the right of individuals to withhold information12. The Police Act 1997 has provision for certificates of criminal records to be made available via the Criminal Records Bureau. Registered employers can request that prospective workers for particular types of work (for instance working with children or vulnerable people) provide such certificates. Information may be requested about any disability that might affect someone’s application – for instance if there are any reasonable adjustments that the organisation may make to assist in the application process or in the job itself (see Fig 1 ‘Additional Information’ section, p22). Other records useful in the recruitment and selection process are: • job descriptions, setting out the purpose, duties and responsibilities of each job. A simple framework is given in Figure 3 (p25), which can be extended as required for the specific job KEY AREAS THAT NEED RECORDS 9 4 inform advise train work with you 10 PERSONNEL DATA AND RECORD KEEPING • person specification, setting out the characteristics and competencies necessary in the person who is best suited to perform each job – for instance, skill, qualifications, particular experience. A sample specification is in Figure 4 (p25) Recruitment records should be kept for a period of time, perhaps six months, in case of any discrimination challenge, or if a vacancy occurs and the organisation believe that any previous applicants may be suitable – it can provide a short cut in the recruitment process. Induction Proper induction helps the new starter to settle in quickly and is the start of their continuing training and development. A simple record of the induction process should be kept. This ensures that the new recruit receives the appropriate information at the right time. Some of the induction areas will be covered by Personnel, others by local management, health and safety representatives and so on. A sample checklist is in Figure 5 (p26)