1. www.equalityni.org Fair Recruitment & Selection for Employment

2. www.equalityni.org Recruitment Stages Vacancy Application Short-Listing Selection Appointment

3. www.equalityni.org Stage 1 Job Vacancy

4. www.equalityni.org A vacancy arises A new permanent job has been created A replacement is needed because someone has left a job Someone is needed to share a job with another employee Someone is needed temporarily to do the work of an employee who is on sickness or maternity leave Someone is needed temporarily to clear a backload of work or an increase in work Job vacancies arise for a variety of reasons. For example:

5. www.equalityni.org A vacancy is advertised Job vacancies can be advertised through a variety of media including: Newspapers Magazines Shop & Office Windows Job Centres Recruitment Agencies Company Websites Internet Recruitment Sites

6. www.equalityni.org What an advertisement might say The amount of information contained in an advertisement will depend on the employer’s financial resources and the cost of advertising the job. Advertisements will usually contain the following information: Name of the company or organisation Job title Where the job is based Hours of work (e.g. full or part-time, temporary or permanent) Summary of job including main duties Essential and preferred criteria that job applicants should have Salary and other benefits Where to obtain application forms / return them to Closing date & time for applications Equal opportunities / Welcome statement

7. www.equalityni.org It is unlawful for a job advertisement to discriminate against people because of their: Discriminatory Advertisements Singled out for worse treatment Note Some exceptions apply Race Sexual Orientation Sexual Orientation Age Disability Sex Political Opinion Political Opinion Religious Belief Religious Belief

8. www.equalityni.org Advertisements Exercise For each of the following 4 job advertisements decide whether or not there is potential for unlawful discrimination

9. www.equalityni.org Vehicle Technician / Mechanic About the Job We are currently recruiting for a fully qualified technician / mechanic for our client's site in near Belfast This role will include all levels of technical work; from servicing to major engine work so would suit someone looking to further their career or someone with plenty of experience looking for a new challenge. You must be fully qualified and be confident in your abilities within the workshop Due to the large amount of work coming into the workshop we are looking for an additional technician. As this is such a busy site there is a large and decent bonus The right individual must be fully qualified with a full driving licence Salary is negotiable as we are looking for different levels of experience but expect salary to be between 20k - 24k plus bonus

10. www.equalityni.org Nurse Required About the Job Female Graduate Nurse required, Bangor, Full-Time, 40 hours per week, £10.96 an hour The Purpose Day to day care and administration of medication to lady in own home. Plan and implement the provision of quality care Maintain a safe and secure environment Skills and experience required Must be a qualified Nurse (RMN or RGN) NMC Registered Nurse Must be able to work on own initiative Good communication skills with a caring and professional approach to your work For further information and application form contact our recruitment team on 02891 *** ***

11. www.equalityni.org Receptionist / Telephonist Required for a firm of accountants in Newry Must have 5 GCSEs including in English and Maths at grade C (or equivalent) and 5 years experience working in a professional environment such as accountants, solicitors or similar profession Must be well spoken and well groomed for reception area Part-Time (21 hours per week), Permanent, Salary £8.50 per hour We are an equal opportunities employer and we would welcome applications from both men and women for this post

12. www.equalityni.org Social Worker / Team Manager Health & Social Services Trust We require a Qualified Social Worker - Assistant Team Manager to work within a Children and Families Team in the Enniskillen area DUTIES INCLUDE Working to ensure best practice in the team you will monitor and review procedures and ensure that safeguarding children is at the highest of priorities You will be responsible for the line management and supervision of a team of both Qualified and Unqualified Social Work staff You will also chair meetings and be pivotal in building / maintaining relationships with other agencies in the local area REQUIREMENTS You must have a relevant Social Work qualification (BA / MA Social Work / DipSW / CCETSW), be NISCC registered and be eligible to work in the UK Experience working within a Children and Families Social Services department would be an advantage Must have a valid driving licence and own a car

13. www.equalityni.org Stage 2 Application

14. www.equalityni.org An Application Pack It is good practice for employers to provide application packs that include: A structured application form A clear statement of the closing date for applications The contact details of named individuals who will provide adjustments for applicants who may require them Copies of the relevant job description and personnel specification A separate equal opportunities monitoring form

15. www.equalityni.org Personnel Specifications The personnel specification should include: The contents of the relevant job description The life and occupational experiences which are genuinely essential and desirable for effectively performing the duties of the post The educational standards and vocational and other qualifications genuinely essential and desirable for effectively performing the duties of the post The skills genuinely essential and desirable for effectively performing the duties of the post The personal characteristics genuinely essential and desirable for effectively performing the duties of the post

16. www.equalityni.org Job Descriptions Use: Clear, simple and non-discriminatory language Gender and age neutral job titles An accurate description of the genuine essential duties of the post Include a duty that all post-holders comply with the organisation’s equal opportunities and harassment policies and procedures

17. www.equalityni.org The Application Form Names, addresses and contact details for people who can supply references about the applicant Questions about the applicant’s skills and experience relevant to and necessary for assessing the selection criteria for the particular post Employment history Qualifications gained Applicant’s name, address and contact details The aim of the application form is to enable systematic and fair selection Application forms may ask for the following information:

18. www.equalityni.org Equal Opportunities Monitoring Form

19. www.equalityni.org Equal Opportunities Monitoring Form

20. www.equalityni.org Stage 3 Short-listing

21. www.equalityni.org Short-listing Purpose: To select those applicants who meet the established criteria outlined in the personnel specification

22. www.equalityni.org Short-listing discussion scenario Another member of your selection panel informs you that he is aware that one of the candidates had taken his previous employer to tribunal for harassment on grounds of his sexual orientation. The panel member says he wouldn’t want to give the job to such a ‘trouble maker’ Discuss what the panel should do

23. www.equalityni.org Stage 4 Selection

24. www.equalityni.org Selection Methods Ability Tests Interview Assessment Centre Assessment Centre Psychometric Tests Psychometric Tests

25. www.equalityni.org Stage 5 Appointment

26. www.equalityni.org Contract of Employment Given A written statement of the particulars of employment Must be given within 2 months of commencement of employment Alterations to the contract of employment must be given to individuals affected by the change within one month of the change

27. www.equalityni.org Appointment Discussion Scenario Following a recruitment exercise for an Operations Supervisor the selection panel are undecided between 2 candidates. As the company has identified an under-representation of Protestants in the workforce they choose to appoint the Protestant candidate Was this the right decision?

28. www.equalityni.org Record Keeping Recruitment and selection documentation must be kept for at least 12 months Monitoring information must be kept for 3 years from the date of application for unsuccessful applicants For employees, monitoring information must be kept for 3 years from the date their employment ceases

29. www.equalityni.org Stages of Recruitment Job advertised when vacancy occurs Monitoring Forms retained by Monitoring Officer Applicants short-listed, and selection made Documentation kept on file Application & Monitoring Forms received Application Packs sent out Appointment made & contract issued Application forms passed to selection panel

30. www.equalityni.org For more information www.equalityni.org Reception 028 90 500 600 information@equalityni.org 028 90 500 600