Policy Statement

Reachout Medical Ltd recognises that the calibre of its staff is core to delivering the best possible service to its clients and candidates.  As such, we recognise the need for our employees to possess the levels of skill, experience and knowledge appropriate to the role that they are to undertake.

Policy & Procedure

Diversity & Inclusion

We are committed to recruiting the best possible person for each job irrespective of their protected characteristics (including but not limited to age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation).  Staff involved with recruitment must ensure that they comply fully with our Equality, Diversity & Inclusion Policy.

A decision to interview, short-list or offer employment will take no account of an applicant’s protected characteristics or trades union membership/non-membership.  The company will make reasonable adjustments to accommodate the needs of any person with a disability at all stages of the recruitment process.

Approval to Hire

Vacancies may only be filled after a valid job specification has been approved and permission to hire has been granted by an authorised manager.

Advertising

Where the job is to be advertised, the advertisement must be submitted to an authorised manager to check that it meets required legislation, and that the layout and content is compliant with the company’s brand guidelines.

Advertisements must include the following information as a minimum:

• Job title.
• Location of the role.
• Broad duties to be performed.
• Essential qualifications, skills and experience.
• Salary band being offered.
• Any special requirements (e.g. DBS check).
• ED&I statement/strapline.
• Details of how to apply.

All vacancies will be advertised internally allowing existing staff the opportunity to apply, and where appropriate, compete with external candidates.

In line with the Agency Workers Regulations, agency workers working for Reachout Medical Ltd will be made aware of all relevant permanent vacancies within the company and be given the opportunity to apply.

The Interview & Selection Process

All job applications must be acknowledged at the earliest practical opportunity.

Applications will be screened against the essential and desirable criteria required for the role which will include depth of experience, qualifications and skills.  Applications will be shortlisted and all applicants will be advised of the outcome.  Successful applicants will be invited to interview and those who are unsuccessful will be advised of the reason and offered constructive feedback.

Shortlisted applicants will be invited to attend an interview which will be carried out face-to-face wherever possible. Interviewers must be suitably trained and experienced in carrying out interviews.

In advance of the interview, all applicants must be provided with the following information:

• Location details & directions for the interview venue and information on car parking/public transport.
• Job description and information about the company.
• Name of the interviewer(s).
• Date & time of the interview.
• Anticipated length of the interview.
• Anticipated format of the interview (e.g. assessment centre, competency-based questions, psychometric testing).
• Any preparation that needs to be carried out in advance (e.g. presentation).

We will brief the applicant in relation to the job, key duties and responsibilities and provide details on how their performance will be measured.  We will also encourage applicants to ask questions to help them gain full understanding of the role and the company.

Interviews will include both biographical and competency/scenario based questions consistent with the job description and role requirements.  The interviewer(s) will explore the applicant’s full employment history, including any gaps in employment and reasons for leaving previous roles.  They will also establish their aspirations and reasons for applying.  Interviewers will also use scenario and values-based techniques to explore the depth of the applicant’s knowledge and their skills and experience relevant to the requirements of the role.  An assessment will also be made regarding their communication skills and personality traits and we will also gather information about their attitude and values to establish a cultural fit.

Where appropriate, skills tests and/or psychometric testing may form part of the interview.  Interviewers will make detailed notes and consistently score all elements of the interview objectively and fairly throughout the interview and selection process.

Matching

We undertake a detailed matching process to ensure that the candidate fits the requirements of the vacancy, and the vacancy matches the availability, capability and aspirations of the candidate.

Feedback & Decline of Unsuccessful Candidates

Unsuccessful applicants must be informed at the earliest practical opportunity at each stage of the process.  Constructive and objective feedback must be offered to unsuccessful applicants in the event that they wish to take it up.

 

 

The Offer Process

When a suitable candidate has been identified, written job offers will be accompanied by a valid job description and a statement of the terms and conditions of employment relating to that position.  A form for the applicant to sign denoting acceptance of the job and those conditions should also be included.  In the case of internal promotions, the employees to be promoted must be aware of the conditions attached to the promotion including the role duties, salary, and benefits.

Document Process & Compliance Checks (Original Documents Checked Face-to-Face)

As standard the following pre-employment checks will be conducted:

• Identity where we check the original documentation for two forms of photographic ID and one document confirming the candidate’s address; or one form of photographic ID and two documents confirming their address.
• Right to work where we validate relevant original documentation from List A or List B provided by the home office.  All documentation is checked to confirm it relates directly to the candidate, is current and in date, confirms permission to do the type of work being applied for, has not been tampered with and would be difficult to forge.
• Referencing where we obtain factual written references covering at least 3 consecutive years including the current/most recent employer.  Appointments will not be confirmed, nor will candidates be allowed to start until satisfactory references have been received unless approval has been given by an authorised manager.
• Qualifications and professional memberships where we obtain original certificates for essential qualifications and professional memberships, and if appropriate contact the awarding body to confirm authenticity.
• Criminal records where we ask candidates to disclose any unspent criminal convictions on our application form.  Depending on the nature of the role, we may also require applicants to complete a DBS or equivalent check before commencing employment.

Induction & Start

When a start date has been arranged, induction training must be scheduled within 4 weeks.  Appropriate preparation must also be undertaken, including, as a minimum:

• Arrangement and set up of the e-mail address.
• Arrangement for suitable desk space (if required).
• Arrangement of ICT equipment (e.g. PC, laptop, mobile phone etc).
• Provision of a copy of the Staff Handbook.

Probationary Period

All appointments will be subject to the completion of a satisfactory probationary period.  The employee’s progress will be monitored closely by their Line Manager during this period and they will be interviewed and assessed by their Line Manager after 4 weeks employment and thereafter on a monthly basis until completion of the probationary period.

A recommendation as to whether the employment should be confirmed must be made in writing by the Line Manager to the Managing Director.  The probationary period may be extended by agreement if there is some doubt as to whether the new employee is suitable.  Employees should be informed in writing of the outcome of the probationary period.

 

Review

This policy will be reviewed regularly and may be altered from time to time in light of legislative changes or other prevailing circumstances.