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{{org_field_name}}

Registration Number: {{org_field_registration_no}}


Recruitment, Selection, and Retention Policy

1. Introduction

Purpose of the Policy

This policy outlines {{org_field_name}}’s commitment to ensuring that recruitment, selection, and retention processes are fair, inclusive, and legally compliant. {{org_field_name}} recognises that a robust and transparent recruitment process is essential for attracting and retaining high-quality staff who are dedicated to delivering excellent domiciliary care services. The purpose of this policy is to:

Scope

This policy applies to all recruitment and selection processes within {{org_field_name}}, covering:

All staff involved in the recruitment and selection process must adhere to this policy, ensuring that every stage of hiring is carried out professionally, ethically, and in line with best practices.

Legal Compliance

{{org_field_name}} is committed to conducting recruitment in accordance with UK employment laws, safeguarding regulations, and best practices set out by the Care Quality Commission (CQC). The following key legislation and regulatory frameworks must be adhered to:

All hiring managers and staff responsible for recruitment must be familiar with these legal requirements and apply them consistently throughout the hiring process. {{org_field_name}} will regularly review and update recruitment practices to ensure compliance with any changes in legislation.

Failure to adhere to this policy may result in disciplinary action and, where necessary, legal consequences.

2. Organisation Details

Name of Organisation

{{org_field_name}}

Registered Manager: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}

Website: {{org_field_website}}

Email: {{org_field_email}}

3. Fair and Legal Recruitment Process

{{org_field_name}} is committed to a fair, transparent, and legally compliant recruitment process that upholds equality, diversity, and inclusion at every stage. All staff involved in recruitment must ensure that hiring decisions are based on merit, skills, and suitability for the role, without discrimination.

Ensuring Equality, Diversity, and Inclusion in Recruitment

Recruitment must be conducted in a way that promotes fairness and ensures equal opportunities for all candidates. This includes:

Compliance with Employment Law and Regulatory Requirements

All recruitment activities must comply with UK employment law and regulatory requirements, including:

Steps Taken to Avoid Discrimination and Unconscious Bias in Selection

To ensure a recruitment process that is free from discrimination and bias, all hiring managers must adhere to the following best practices:

By following these guidelines, {{org_field_name}} ensures that recruitment is carried out ethically, fairly, and in compliance with legal obligations, providing equal opportunities for all applicants while safeguarding the welfare of service users.

4. Stages of Recruitment

The recruitment process must be structured, consistent, and legally compliant to ensure the selection of the most suitable candidates. Each stage must be followed systematically to promote fairness, inclusion, and regulatory compliance.

Job Advertisement

Clear Job Descriptions with Essential and Desirable Criteria

Commitment to Equal Opportunities Included in All Job Adverts

Application Process

Standardised Application Forms or CV Submissions

Alternative Formats Available Upon Request for Accessibility

Shortlisting Process

Selection Based on Skills, Experience, and Qualifications

Fair and Unbiased Scoring Criteria

Interview Stage

Structured Interviews with Competency-Based Questions

Reasonable Adjustments Made Where Necessary

Pre-Employment Checks

Identity Verification

Employment History

References

DBS (Disclosure and Barring Service) Check

Job Offer & Induction

Conditional Job Offer Subject to Satisfactory Checks

Comprehensive Induction Including Training and Company Policies

By following these structured stages of recruitment, {{org_field_name}} ensures a legally compliant, fair, and effective hiring process that selects the most suitable candidates while safeguarding the well-being of service users.

5. Checking Previous Employment

A thorough review of a candidate’s employment history is essential to ensure their suitability for a role within {{org_field_name}}. All staff involved in recruitment must follow the procedures below to verify employment history accurately and address any discrepancies or gaps.

Verification of All Employment History Provided

Additional Checks if Gaps in Employment Are Identified

By following these procedures, {{org_field_name}} ensures that all staff members have a verified employment background, reducing risks associated with misinformation, fraud, or unsuitable candidates joining the workforce.

6. Recruitment of Volunteers & Apprentices

{{org_field_name}} values the contribution of volunteers and apprentices in providing high-quality domiciliary care services. All volunteers and apprentices must be recruited through a structured process that ensures they are suitable for their roles and comply with legal and regulatory requirements.

Volunteers and Apprentices Are Subject to the Same Fair Recruitment Principles

Appropriate Training and Supervision Are Provided

DBS Checks Conducted Where Necessary

By ensuring a structured, fair, and legally compliant recruitment process for volunteers and apprentices, {{org_field_name}} maintains high standards of care while offering valuable opportunities for skill development and contribution to the community.

7. Recruitment Complaints Policy

{{org_field_name}} is committed to ensuring that all applicants are treated fairly, respectfully, and without discrimination throughout the recruitment process. Any applicant who feels they have been treated unfairly or experienced discrimination has the right to raise a complaint. All complaints will be handled professionally, confidentially, and in line with {{org_field_name}}’s grievance procedures.

Procedure for Applicants to Raise Concerns Regarding Discrimination or Unfair Treatment

Complaints Handled Confidentially and in Line with Organisational Grievance Procedures

By implementing a clear and fair recruitment complaints process, {{org_field_name}} demonstrates its commitment to equality, fairness, and continuous improvement in hiring practices.

8. Retention & Workforce Development

{{org_field_name}} is committed to fostering a supportive and engaging work environment where employees feel valued, motivated, and equipped to provide high-quality domiciliary care services. Retaining skilled staff is essential to maintaining continuity of care and ensuring high standards of service delivery. To achieve this, {{org_field_name}} implements structured retention and workforce development strategies.

Ongoing Support and Professional Development

Regular Performance Reviews and Career Progression Opportunities

Measures to Improve Staff Retention and Well-being

By prioritising workforce development, career progression, and well-being, {{org_field_name}} ensures a motivated and skilled team, ultimately improving the quality of care delivered to service users.

9. Policy Review & Updates The organisation is committed to maintaining up-to-date and legally compliant policies that reflect best practices in recruitment, selection, and retention. The Recruitment, Selection, and Retention Policy must be reviewed regularly to ensure it aligns with current employment laws, Care Quality Commission (CQC) regulations, and sector best practices.


Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on:
{{last_update_date}}
Next Review Date:
{{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.

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