(Including Safe Recruitment Practices)
The Royal Association for Deaf people (RAD) follows a safe recruitment process that complies with current employment law and aims for it to be administered in a manner that is seen as fair and professional by both internal and external candidates.
The recruitment process is designed to attract and retain those people who will make the best contribution to the achievement of RAD’s mission, vision and strategic goals.
RAD is committed to safeguarding and ensuring the welfare of children, young people and adults at risk and expects all employees and volunteers to share this commitment.
The suitability of all prospective employees or volunteers will be assessed during the recruitment process in line with this commitment.
Advertising of Posts
All roles will have a job description and a person specification which will be reviewed and approved by the recruiting manager before advertising for the post. The recruiting manager will also review and approve the advert to ensure it attracts the best candidates for the job. In the event that RAD needs to recruit someone with a specific characteristic, best practice requires this is assessed in compliance with the Equality Act 2010 and reference is made to this lawful basis within the advert.
All appointments will be subject to satisfactory references and Disclosure and Barring Service (DBS) checks. Some posts will require medical checks.
Permanent posts will normally be advertised internally and externally in a variety of different ways, this will include Deaf media, sector specific media, local press and social media, each post will be reviewed and the advertising media we use will be determined by the job role.
However, there are two exceptions:
1. Existing members of staff may be offered temporary or permanent additional hours provided that the work is similar to that already being done by the team.
2. In some cases funders require us to advertise all jobs publicly and recruit strictly on the basis of the best available person who presents themselves for employment. This is to comply with their equal opportunities policies. In these cases the funder’s requirements will be followed.
On applying for a post the candidate will be asked to complete an application form together with a signed and dated agreement to RAD’s employee’s privacy notice. The candidate will be reminded of this privacy notice within all email correspondence throughout the recruitment process.
All applications are passed on only to people authorised to review them as part of the recruiting process.
Guaranteed Interview Scheme
RAD is committed to the employment of Deaf people and disabled people.
We guarantee an interview to any candidate who is Deaf or who has a disability within the meaning of the Equality Act 2010 and who meets the minimum job requirements listed in the column headed “Essential” on the Person Specification.
Candidates may request that their application is considered under the terms of the Guaranteed Interview Scheme by completing the declaration on page 1 of the Application Form.
To ensure that current staff are aware of opportunities within the organisation, vacancies will be posted on the staff egroup (RAD Announce). Staff are actively encouraged to apply for posts for which they feel they have the necessary skills and abilities.
Department Restructures or Redundancy Situations
In cases where there are department restructures or redundancy situations, any members of staff directly affected will be considered first for permanent and temporary posts, prior to wider advertisements, except where funders require the job to be advertised publicly, in which case staff facing redundancy will not be given preference, but will be treated equally with other applicants.
Making the Selection Decision
A list of shortlisting criteria is drawn up from the person specification. At least two staff skilled in interview techniques will use this list to fairly review all applications received, to assess suitability for interview.
The shortlisted candidates will be asked to bring the following original documentation along to the interview, as appropriate:
- Proof of identity (e.g. birth certificate, passport, driving licence)
- Verification of current address (e.g. utility bill, credit card or bank statement – dated within the last 3 months).
For candidates who are unsuccessful the copied documents will be destroyed immediately. For candidates who are successful the documents will be used to commence pre-employment checks (see below).
For any shortlisted candidate whose application form reveals gaps in their employment history, the recruiting manager will make a note to ask for further details as a final question at the end of the interview. The response will be recorded and retained together with all other recruitment documentation.
Interview panels will normally consist of three people who have a variety of knowledge and experience (including sector specific and business) to ensure there is balance in the interview panel. The recruiting manager should be present and where possible a minimum of one Deaf staff member. (There could be exceptions to the aforementioned with the relevant Director’s approval.)
If any interview panel members know any of the candidates selected for interview, they must disclose their relationship (for example friend, family member, etc) to the recruiting manager.
Well written interview questions that are linked to the job description/person specification are prepared and reviewed in advance. These enable the panel to extract as much information as possible to help reach an informed decision. The recruiting manager will usually act as the lead interviewer and will ensure that members of the panel are satisfactorily briefed and prepared beforehand.
For any candidate who has gaps in their employment history, the recruiting manager will ask for an explanation and record the response.
The interview panel must arrive at a decision after the interviews are completed. Each panel member must complete a scored assessment sheet. The highest scoring candidate may not always be the candidate who the panel thinks is most suitable for the post as there may be factors not included on the assessment sheet, or information which arises in the interview itself, which should be taken into account.
Where the highest scoring candidate is not the preferred candidate, the panel must be able to explain their decision, taking care not to base the decision on any factor which might be discriminatory.
Factors which might indicate that the highest scoring candidate is not successful might include commitment to RAD’s aims, attitude or personal motivation.
The reasons why candidates were not successful at interview are systematically recorded by the interview panel; these records will be retained by the Human Resources Administrator (HRA) in accordance with RAD’s document retention procedures. On request, this feedback will be given to candidates by the recruiting manager.
Once a decision is made the HRA will be responsible for ensuring that an offer is made to the successful candidate subject to the following conditions:
- Two satisfactory references
- Disclosure and Barring Service (DBS) checks. This applies to the majority of roles, on the rare occasion that this is not required a risk assessment will be carried out. Refer to DBS Policy for more details.
- Right to work in the UK
- Medical questionnaire (for some roles)
The HRA will check the application form to confirm the candidate’s preference for giving consent to approach the referees. Once consent is confirmed the HRA will send a written standard reference form to the two named referees together with a copy of the job description.
Right to work in the UK
RAD is responsible for checking candidate’s eligibility to work in the UK and uses the Home Office guidance for verifying documentation.
Candidates offered employment with the Community Support Service are expected, with reasonable adjustments made as required, to be physically and mentally fit to provide a support in accordance with the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014. These candidates will therefore be asked to complete a standard medical questionnaire which will be reviewed only by authorised personnel.
Reviewing if recruitment was effective
It is good practice to monitor the application and recruitment process and decisions to ensure a fair and equal procedure is followed. The Quality Manager will carry out regular reviews of the recruitment process which will also help to assess and inform whether further improvements are needed to the effectiveness of RAD’s recruitment procedures.
Disclosure and Barring Services (DBS)
Employment of Ex-Offenders