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Recruitment Policy

Policy Statement

Revolution Performing Arts Ltd is an Equal Opportunities Employer and is committed to recruiting the best person for each post.

We will ensure fair and equal opportunities for all potential and existing employees. This applies regardless of:

  • Gender
  • Marital status
  • Family status
  • Age
  • Disability
  • Race
  • Sexual orientation
  • Membership of the Travelling Community
  • Religious belief

Revolution Performing Arts’ recruitment policy will be delivered in compliance with safer recruitment procedures.

Principle

This policy is underwritten by the Childcare Act and Early Years Services Regulations, the Employment Equality Acts, the Freedom of Information Act and the Data Protection Act.

Rationale

Our recruitment policy outlines how Revolution Performing Arts Ltd will recruit and select the best candidate for a role.

Having a transparent recruitment policy will ensure that we adhere to a lawful process, that job descriptions meet the needs of our service and that candidates are assessed against consistent selection criteria.

Procedure

This policy specifies the procedure we follow when hiring employees and unpaid workers.

1. Review the Job Description and Person Specification

The job description will explain the role being advertised, including its main duties.

The person specification will describe the person we want to fill the role, including the required qualifications and characteristics.

All candidates will receive a copy of the job description and person specification before the interview.

2. Advertise Internally or Externally

Consideration will be given to where positions should be advertised and whether vacancies should be advertised externally or internally for a specified period.

Arrangements will be made to ensure that members of staff who are on leave are informed of any vacancies.

The job advertisement will explain how candidates should apply, including whether applications should be submitted by email or in writing and whether candidates need to include a current curriculum vitae.

3. Shortlisting

  • A scoring sheet will be developed based on the criteria set out in the job description and person specification.
  • A shortlisting panel consisting of the owner and manager will select candidates using these criteria.

4. Interview

  • A suitable interview panel will be appointed. Where possible, the panel should include more than one person to help ensure a balanced outcome and should be representative of both sexes.
  • A list of questions will be prepared to assess all candidates against the competencies, skills and experience set out in the job description and person specification.
  • A scoring sheet will be maintained outlining the criteria required for the role and how each candidate scored for each question.
  • Detailed notes from each interview will be maintained to demonstrate how marks were allocated.
  • The candidate will be asked to confirm that they are happy for Revolution Performing Arts to contact the two references named in their application.
  • Records of the shortlisting and interview process will be maintained for 12 months.