Internal SQ Digital

For internal use by SQ Digital

HR – How To – Recruitment

HR – How To – Recruitment

Purpose of this How To Guide: To clarify the SQ Digital Recruitment Process.

Applicable to: HR and All other Depts

Customers: NA

Timescale: Recruitment will usually take from 2 weeks to 6 months

 

This How To Guide compliments this Process Flow Chart.

The Recruitment process described below makes use of this Recruitment Request Form (docx format).

 

Introduction

  • Recruitment is the process undertaken to identify, attract and select the ‘best fit’ candidate for a job role that is vacant or has been created.
  • It is all about getting the right people in the right place and the right time.
  • It is about selecting the best candidate in accordance with employment legislation and best practise.
  • It is also about meeting future resourcing needs through talent banking.

 

SQ Digital is committed to:

  • Promoting equality of opportunity for all persons
  • Promoting a working environment in which all persons are treated with respect
  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
  • Fulfilling our legal obligations under the equality and diversity legislation and associated codes of practice
  • Complying with our own equal opportunities policy and associated policies

 

Things you will need to consider first

  • Has someone left the business or is this a new role?
  • What exactly do you want the job holder to achieve?
  • Is the structure still fit for purpose?
  • What budget do you have?
  • Do you have anyone internal you could consider?
  • Do you have a job description?

 

Identifying the Vacancy

  • The need for a new member of staff will be identified by the Lead and the Department Head. This will come about either by a member of staff leaving the team, workloads increasing to the point of requiring more resource or a new service being introduced.
  • The Lead and Department Head will discuss what is required to fill the vacancy – whether this is a like for like replacement or a new role. What technical experience is required and what potential grade the role should be.
  • Once the requirements have been identified a request to recruit along with a role description should be submitted to [email protected].
  • The request will be reviewed by the Recruitment Team, who will also determine salary and conditions of employment.

 

The Recruitment Process

 

  

Sourcing

  • Once the role has been approved, the Recruitment Team will arrange for a job advert to be posted on the SQ Digital website and potential jobsites, such as Indeed, if required. Other avenues for advertising the role may also be considered depending on the type of role. The role will be advertised for an initial period of 2 weeks and may be extended depending on the level of applications.

 

Screening Candidates

  • The Recruitment Team will review all applications and provide a shortlist to the Lead and Department Head. The Lead and Department should review the shortlist and confirm which candidates should be invited in for an interview.
  • The Recruitment Team will invite the successful candidates in for an interview with the Lead and Department Head.
  • The Recruitment Team will also notify all applicants who have been unsuccessful in progressing to the interview stage. They will be either marked as rejected and contacted through Indeed or by email if application received through other channels.

 

Interviewing Candidates

  • The interviews will be booked for 2-hour slots (the whole time may not be needed) and be conducted by two employees, ideally the Lead and a Department Head.
  • If required, a practical test should be completed by the candidate at the 1st
  • If 2nd interviews are required, the Lead or Department Head should request this through the Recruitment Team.
  • The Recruitment team will arrange 2nd interviews if required. The interview should be conducted by two other Department Heads.
  • Following the interviews, all notes and feedback should be sent to the Recruitment Team. The Recruitment Team will contact the unsuccessful candidates and provide feedback to the candidates.

  

Closing

 Once the right candidate has been selected, the Recruitment Team will finalise and approve the conditions of employment.

  • The Recruitment Team will contact the successful candidate with a conditional offer of employment, subject to references.
  • Referee details will be obtained from the candidate and these references obtained by the Recruitment Team.
  • The Recruitment Team will send a contract of employment to the applicant for them to review, sign and return, before they start.

 

Onboarding

  • The applicant will be kept in contact with during the period before they start employment. The Recruitment Team will send an induction plan and information about the business to the new employee, ready for their first day.
  • On the first day, the new starter will be buddied up and the induction plan will be initiated.
  • The plan will last for 3 months, which will include regular check in meetings with the Lead and Department Head.

 

 

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