If an employer is asked to disclose the reference that it has received from a previous employer, they,The employer should ask the previous employer if it objects to the reference being disclosed and, if,choose to provide the information without disclosing third party information.,which may have been given to the refereeThe reasons given by the referee for withholding consentThe potential,without consent, before disclosure the employer can omit any identifying information, only release parts
https://scvo.scot/support/hr/leaving-the-organisation/references/data-protection-references
They can highlight potential problems requiring a follow up – e.g. by a medical examination.,When to carry out pre-employment health checks You should only complete pre-employment health checks:,any legal requirement – e.g. eye tests for commercial vehicle driverswhen you are sure you need this information,and have policies in place to securely hold the information as required by the Data Protection Act 1998,You must ensure you are not carrying out discriminatory practices in asking potential employees to pass
https://scvo.scot/support/hr/recruitment-selection/guide-to-pre-employment-checks/health-checks-and-questionnaires
Having identified a shortlist of suitable candidates, the interview gives an employer a valuable opportunity,In this guide you'll find information on: Employers should avoid asking discriminatory questions or taking,account of information that is not relevant to the job but could potentially have a discriminatory effect,Employers must not discriminate at interview or in the arrangements relating to interviews.,information and reduce discrimination or bias.All staff involved in interviewing and selection should
https://scvo.scot/support/hr/recruitment-selection/guide-to-interviewing-and-selection
obligation to obtain a reference for a potential new employee, but it is common to seek at least one,An employer who has relied on a statement by the previous employer and suffered a loss may also be able,An employer will not be liable for omitting relevant information unless the reference gives a misleading,has been trained to do so in accordance with its procedures and has all the relevant information regarding,A contractual term requiring an employer to give a reference may be implied if it is the employer’s standard
https://scvo.scot/support/hr/leaving-the-organisation/references/giving-references
You can compare the information provided by the applicant in the application form or CV against the essential,Requiring a person to be 'physically fit' Terms that relate to physical fitness or capability have the potential,The term 'physically fit' does not inform the applicant why this is a requirement in the particular role,Bear in mind that the duty to make reasonable adjustments under the Equality Act 2010 requires a potential,as equivalent, this may exclude non-UK educated candidates (and risk race discrimination claims) and potentially
https://scvo.scot/support/hr/recruitment-selection/guide-to-developing-and-advertising-a-job/person-specifications
there are more than 20 people impacted, you must consult collectively and individually.The number of potential,PACE (Partnership Action for Continuing Employment) Partnership Action for Continuing Employment (PACE,Jobcentre Plus will identify potential participants for the programme and undertake an eligibility/suitability,Eligibility criteria: To be eligible for JFS, potential participants must: · have the right to reside,working age (16 to State Pension age) Suitability criteria: To be considered suitable for JFS, the potential
https://scvo.scot/support/hr/employee-engagement-culture/guide-to-organisational-change
The procedure to advertise recruitment can be complicated for employers to approach.,Before starting to advertise recruitment, employers should organise and plan their approach, carefully,In this guide, you'll find information on: Key points Preparing a job description and person specification,advertisement to advertise recruitment.All forms of job advert are covered by the Equality Act 2010.Employers,encourage applications from under-represented groups.Relying upon 'word of mouth' recruitment has the potential
https://scvo.scot/support/hr/recruitment-selection/guide-to-developing-and-advertising-a-job
Once you have completed the initial selection process and chosen a potential new employee, there are,Some checks - whilst advisable - are optional, for example, checking a potential employee's qualifications,This guide covers essential pre-employment checks that must be carried out for both British and foreign,In this guide you'll find information on:
https://scvo.scot/support/hr/recruitment-selection/guide-to-pre-employment-checks
Psychometric assessment Psychometric assessment may be used by employers to measure a range of attributes,Inappropriate assessment or poor interpretation of results can lead to an employer drawing inappropriate,conclusions about an individual's suitability for employment.,factors that are relevant to the jobmeasure a candidate's actual or inherent ability to do the jobnot potentially,You should also ensure that any records or information obtained from the process are stored in accordance
https://scvo.scot/support/hr/recruitment-selection/guide-to-interviewing-and-selection/types-of-assessment
