Raising a Vacancy
The recruitment and selection process begins with the identification of a vacancy. A vacancy may arise in the following circumstances:
a. A member of staff resigns
b. A member of staff is temporarily absent from work
c. A project is to be undertaken for a finite period of time
d. A new role is created as a result of departmental or service restructuring
Before an advertisement is placed, the Human Resources Department will review and confirm the following:
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Whether the role is still required
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Whether the work can be delivered in an alternative way, such as through partnership with another organisation
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Whether the role is required to be delivered on the same hours and with the same duties
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Whether the role may be affected by current or future organisational objectives, initiatives, or other factors (e.g. changes in legislation)
Our head of HR will ensure that our Job Advertisements will ensure that s the following aspects are covered.
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Attracts suitable applicants.
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Promotes our company as an attractive place to work.
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Promotes interest in the job or assists individuals to decide whether they would be suitable candidates.
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Does not breach employment legislation.
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Signposts applicants to apply electronically.
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Provides a point of contact to obtain additional information on our website.
Alos our job advertisements are encompasses with the following information for candidates to apply
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The job title.
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The employing department.
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The salary range/annual salary.
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Mode of work (where applicable).
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The contract duration (where applicable).
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A detailed job Description.
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Essential criteria (based on the Person Specification)
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A contact e mail to submit the application.
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The closing date.
Recruitment and Selection Process
1. Vacancy Identification and Application
Staff must review the organisation’s website for current job advertisements relevant to the proposed position.
Applicants are required to download and complete the official application form available on the website.
Completed application forms must be submitted by the stated closing date.
2. Shortlisting
All applications received will be reviewed and shortlisted against the:
Job Description (JD)
Person Specification (PS)
Candidate’s skills, knowledge, qualifications, and experience
Only candidates who meet the essential criteria will be shortlisted for interview.
3. Interview Process
Shortlisted candidates will be invited to attend an interview.
Interviews may be conducted:
Face-to-face (for UK-based applicants), or
Remotely (for overseas applicants)
Interview panels will assess candidates against the JD and PS to ensure fairness and consistency.
4. Selection and Offer
Successful candidates will be informed and requested to submit relevant documentation to initiate the offer process.
This may include proof of identity, qualifications, right to work, and references.
A conditional offer of employment will be issued, subject to satisfactory checks.
5. Appointment and Contract
Once the candidate formally accepts the offer, a work appointment contract will be issued.
Employment will commence in line with the agreed start date and contractual terms.
Overseas Staff Recruitment and Skilled Worker Sponsorship
This section outlines the additional requirements for recruiting overseas applicants, including those requiring sponsorship under the UK Skilled Worker route.
1. Eligibility and Vacancy Assessment
The vacancy must meet the eligibility criteria for sponsorship under the Skilled Worker route.
The correct Standard Occupational Classification (SOC) code must be identified for the role.
The role must meet the minimum salary threshold or applicable going rate as set by UK Visas and Immigration (UKVI).
2. Candidate Eligibility Checks
Before assigning a Certificate of Sponsorship (CoS), the following must be verified:
English Language Requirement – evidence that the applicant meets UKVI English language standards.
Tuberculosis (TB) Test – where required, a valid TB test certificate from an approved clinic.
Criminal Record Certificate – where applicable, for relevant roles and countries.
Qualifications and Experience – confirmation that these align with the SOC code and role requirements.
3. Certificate of Sponsorship (CoS)
Once all eligibility and compliance checks are satisfied, a Certificate of Sponsorship may be assigned.
The applicant will then be able to apply for their Skilled Worker visa.
4. Compliance and Record Keeping
All documentation must be retained in line with sponsor licence duties.
Ongoing monitoring will be carried out to ensure continued compliance with UKVI regulations.