rangeof topics, including: managing long-term sickness redundancies and changing terms and conditionsof employment,reviewing and developing employment policies recruitment issues and recruiting for the first time team,resources include everything you need from recruiting your first member of staff, to developing your job,descriptions and drafting an employment contract through to onboarding and beyond.,Our policies and guides include all the statutory requirements plus everything you need to be a good employer
https://scvo.scot/services/hr
We're celebrating 10 years of Community Jobs Scotland Jobs, skills and support 10,367 jobs delivered,Developing new skills Improved employability skills Progression from economic inactivity Successful,placements 84% of employers reported that all or most placements were successful Benefits for employers,93% of employers agreed that the CJS support team brought value to employees and employers The CJS programme,Scotland has benefited young people, their employers and their communities -
https://scvo.scot/about/work/campaigns/archive/celebrating-10-years-of-cjs
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,this is an occupational requirementexplain if and why any occupational requirement existsstate if the employer,particularly under-represented groupinclude the pay and benefits availableinclude a statement about the employer's,It is, however, likely to be difficult to show that a failure by an employer to show a particular group
https://scvo.scot/support/hr/recruitment-selection/guide-to-developing-and-advertising-a-job/content-of-the-advert
Employers are allowed to ask questions about disability for equality monitoring, to enable adjustments,which an employer will lose unless it can demonstrate that it did not take the decision based on the,has been made (this means an employer acting lawfully would make a job offer subject to satisfactory,This is where an employer is taking a positive approach to encouraging disabled candidates (which can,It is permissible to ask a candidate to confirm whether they are disabled if an employer can show this
https://scvo.scot/support/hr/recruitment-selection/guide-to-interviewing-and-selection/unconscious-bias-and-accessibility
There is no specific legal obligation on employers to prepare job descriptions, however it is good practice,Problems may arise if employers define criteria that are not actually relevant or necessary.,Equally the employer can point to the job description to indicate expectations of the performance of,There have been cases where an employer has been unable to justify and thus defend claims of this nature,Employers must ensure that such a working pattern is a real requirement for the particular job and is
https://scvo.scot/support/hr/recruitment-selection/guide-to-developing-and-advertising-a-job/job-descriptions