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Membership
It meant a lot to a small independent charity like Leuchie, and underlined the fantastic job our team
Content of the advert
to identify if they are suited to applying.,This helps employers ensure that people are not unnecessarily discouraged from applying, or rejected,,It is therefore advisable to review a job advert each time the job becomes vacant to ensure that the,employer's commitment to equal opportunitiesinclude any attractive features of the employmentexplain how to apply,applying.
Where to advertise vacancies
The law does not require employers to advertise a job or to use any particular method of doing so.,It does, however, protect job applicants from unlawful discrimination by the employer in terms of arrangements,A candidate who is deterred from applying for a job cannot use this as the basis for bringing a discrimination,However, a candidate who applies for a job, even though the advert for it shows some form of unlawful,This is a wide-ranging provision that will apply to the entire recruitment process.
Job descriptions
Having a clear, objective job description that is fairly and consistently applied throughout the recruitment,themselves whether they meet the essential requirements for the job and decide whether or not to apply,A job description will often include: job title and level of seniority and (if there is a grading system,descriptions: The EHRC Code recommends that job descriptions accurately describe the job in question,the criteria are not objectively justified, this could discourage appropriately qualified people from applying
Criminal records checks
Certain positions will enable the employer to apply for a Basic Disclosures check for the potential applicant,Authority also carries out a criminal record check (in England) or Basic Disclosures check on anyone who applies,Criminal records checks should not be requested until a job offer is made, but you should make it clear,, in writing, that the job offer is conditional upon a Basic Disclosures check.,Exceptions) (Scotland) Order 2003, including: regular contact with children and vulnerable adultspeople applying
Avoiding discriminatory questions
interviewers only ask questions about, and only take account of, information that is relevant to the job,discriminate on the grounds of any of the protected characteristics (for example, indicating that a job,(see below)monitor diversity in the range of persons applying for worktake permitted positive actionestablish,This restriction applies whether the question is put to the candidate directly or is asked of a former,It also applies if the question is asked by the employer or by an agent, such as a recruitment agency
Why pre-employment checks are important
employee has permission to work - and remain - in the UK and has not been barred from carrying out the job,suitably qualified or skilled for the job.assess whether the potential employee is suitable for the job,) and do not discourage people from applying for the job.,You can make any job offer conditional on the outcome of pre-employment checks.,A conditional job offer does not become a binding employment contract until both parties have agreed
Unconscious bias and accessibility
for example, when a female candidate attends for interview and the manager is doubtful she can do the job,This should help them: ask only relevant job-related questionsprepare questions only on the basis of,(this allows you to confirm the individual’s ability to carry out a part of the job which is either,a core part, or something fundamental or essential to the job role).,health question or discussion, or one of the specific statutory exceptions contained in section 60 applied
Guide to pre-employment checks
some checks that you may want to make - or may be required to make - before making an unconditional job,example, you are required to ensure that all your workers are entitled to be in the UK and take up the job,For other roles - such as those involving work with vulnerable individuals or jobs within the security,industry - you are required by law to apply to join the Protecting Vulnerable Groups (PVG) Scheme.
https://scvo.scot/support/hr/recruitment-selection/guide-to-pre-employment-checks
Targeted advertising
relate to the nature or context of the workbe a requirement (that is, of crucial importance to the job,Equality Act 2010 provide the following examples to illustrate when an occupational requirement might apply,Other common examples include where the job involves counselling to vulnerable groups and the employer,considers that having a job holder with the same characteristics would mean the role could be done more,under-represented or disadvantaged in their workplace to encourage traditionally under represented candidates to apply