Recruitment Policy
A. INTRODUCTION
1. It is the policy of GMS Group of Companies Ltd (the “Company”) that line managers are responsible for recruitment in conjunction with the HR team.
2. A line manager who wishes to recruit someone must first obtain approval from the HR/Office Manager. Where recruitment is planned to fill a vacancy created by a leaver, approval will normally be granted automatically. If, however, the line manager wishes to upgrade a post, or create a new post, justification for this must be presented.
3. The Company aims at all times to recruit the person who is most suited to the particular job. Recruitment will be solely on the basis of the applicant’s abilities and individual merit as measured against the criteria for the job. Qualifications, experience and skills will be assessed at the level that is relevant to the job.
4. The Company is committed to applying its equal opportunities policy at all stages of recruitment and selection. Your attention is drawn to our separate Equal Opportunities Policy.
B. JOB DESCRIPTION
1. Before embarking on the process of recruitment, the line manager must ensure that there is an up-to-date job description for the post.
2. The job description will describe the duties, responsibilities and level of seniority associated with the post.
C. ADVERTISING VACANCIES
1. It is the Company’s policy that all vacancies will be posted on notice-boards across the Company. Existing employees are to be encouraged to apply for vacant posts if they have the appropriate qualifications, experience and skills.
2. Where the job is to be advertised, the proposed advertisement must be submitted to the HR team/Office Manager for approval. Line managers should also consider and discuss with the HR team whether it is appropriate to post the vacancy in a jobcentre or place it with an approved employment agency.
D. SELECTION
1. Shortlisting, interviewing and selection will be carried out without regard to race, colour, nationality, ethnic or national origin, religion or belief, marital or civil partner status, sex or sexual orientation, pregnancy or maternity, gender reassignment, age or disability.
2. Any candidate with a disability will not be excluded unless it is clear that the candidate does not meet the minimum criteria outlined in the job description. Reasonable adjustments to the recruitment process will be made to ensure that no applicant is disadvantaged because of his/her disability.
3. All disabled applicants who meet the minimum requirements of the job as set out in the job description will be interviewed.
4. Line managers conducting recruitment interviews will ensure that the questions they ask job applicants are not in any way discriminatory or unnecessarily intrusive. The interview will focus on the needs of the job and skills needed to perform it effectively. A record of every recruitment interview must be made and passed to the HR department where it will be retained for a suitable period of time. On no account should any job offer be made during or at the end of an interview.
E. RECRUITMENT FORMALITIES
1. Sensory testing will be used as part of the recruitment process only with the prior approval of the HR team. Any test used must have been validated in relation to the job, be free of bias, and be administered and validated by a suitably trained person.
2. It is the Company’s policy that the successful applicant will be offered the option to undergo a pre-employment medical examination with a Company-nominated doctor. Any offer of employment will be conditional on the result of this medical examination being satisfactory to the Company.
3. It is Company’s practice to conduct employment screening and security vetting in line with BS7858 and to seek the successful candidate’s consent for it to:
3.1. seek employment/unemployment history references within the last five years;
3.2. seek two written character references
3.3. perform a credit check.
4. We will also to ask for documentary proof of qualifications and identification in line with SIA requirements and in order to comply with the Company’s legal obligations to ensure that all employees are entitled to work in the UK. Any offer of employment will be conditional on both of these being satisfactory to the Company.
Reviewed & Authorised by: Mr. Neil Male – CEO, GMS Group, May 2025
