Recruitment Policy

A strategic and professional approach to the any recruitment process enables the Wee Creative Company to attract and appoint employees with the necessary skills and attributes to fulfil its strategic aims and therefore supports the Wee Creative Company’s values. This policy has been designed to provide a flexible framework that promotes good practice and adopts a proactive approach to equality in the workplace.

Job Description

This should detail the main purpose, the main tasks and the extent of the job. A good job description is vital to the success of the recruitment and selection process as it is the foundation upon which the person specification, the advertisement, the interview and appraisal and performance procedures will be derived.

Equal Opportunities

To help the company monitor this, applicants should be sent an Equal Opportunities Monitoring Form with any Employment Application Form or information pack. Any information obtained from the form will be held confidentially and used for monitoring purposes only and will not be shown to the interview panel before the selection and interview process.


The answers to these questions should help to clarify the actual requirements of the job. Where a vacancy occurs through the resignation of an existing employee, the employee should be encouraged via an exit interview to give feedback on their role, responsibilities and associated issues to see if useful changes can be made to the job description and/or person specification.

Person Specification

The person specification describes the knowledge, skills, abilities, experience and qualifications needed by the individual to carry out the duties of the job, as described in the job description. This should be prepared using the Person Specification Form.

The person specification helps the selection and subsequent interview to operate in a systematic way by reducing subjectivity and bias and promoting objectivity.


Once the job description and person specification have been drawn up, rates of pay should be considered. Factors such as scales, grades, and market rates and skills shortages may affect pay rates and care should be taken to comply with the requirements of the equal pay and discrimination legislation and the provisions of the National Minimum Wage Act 1998.

Advertising the Position

In order to attract applications from all sections of the community, the Wee Creative Company will endeavour to ensure that advertisements are not restricted to areas or publications which would exclude or disproportionately reduce applications from a particular gender or racial or age group.

The text should be kept short and simple while giving the main aspects of the job, career prospects, location and contract length and should specify details, such as pay, qualifications and experience required, in a way which will reduce the number of unsuitable applications and only where it is a requirement of the job. The advertisement should avoid prescribing requirements as to marital status. An age limit or group should not be specified and words like “mature” or “young” should be avoided.

The Selection Panel

Staffs that are involved in the recruitment and selection process will receive appropriate guidance in fair interviewing and selection procedures and must be aware of the principles of sex, race, disability and age discrimination and other relevant legislation. The selection process must be carried out consistently for all jobs at all levels.

Short Listing

The Employment Application Form Covering Letter should make it clear if references or medicals are to be taken up and at what stage and if preliminary medical information is required, applicants should be sent a separate Pre-Employment Health Questionnaire.

Short Listing

The Employment Application Form Covering Letter should make it clear if references or medicals are to be taken up and at what stage and if preliminary medical information is required, applicants should be sent a separate Pre-Employment Health Questionnaire.


The panel should decide how the interview will be structured and plan the questions It also means that there is a consistent form to the interviews. All questions should relate to the selection criteria. Questions should appropriate and not be based on assumptions about roles in the home and the family, or the assumed suitability of different ethnic or age groups for the post in question. Applicants should not be asked their age.

Interview arrangements (such as accessible interview rooms or the assistance of a sign interpreter) should be offered to disabled applicants to enable them to compete on an equal basis. If selection tests are to be carried out they must be free of bias and relate to the necessary requirements of the job. Consideration in giving any tests must include the objectives of such a test, the efficiency of the method selected, the number of applicants and the costs and benefits of such a method.

Each panel member should use a structured scoring system based on the applicant’s competencies to record relevant answers and detail to show the personal assessment of each interview. The panel should keep an open mind on all applicants and a decision should only be made after all applicants have been interviewed and assessed against the person specification.

After the interview

But also to provide feedback if so requested by applicants. The provisions of the Data Protection Act 1998 enable applicants to ask to see interview notes where they form part of a “set” of information about the applicant (e.g. the application form, references received etc, or the full personnel file if the applicant is already working for the Wee Creative Company).

References and Qualifications

Where certain qualifications are essential for a particular job, applicants should be asked for proof (ideally by asking the applicant to bring along certificates to the interview) and if checks on such qualifications are to be made, the applicant should be told of the check and the fact that copies of any relevant documents will be held on their personnel file.


If a pre-employment health check is essential it must be carried out in a non-discriminatory way, e.g. disabled people should not be singled out for medical assessment. If a report from an individual’s doctor is sought, then written permission must be given by the individual and they must be informed of their right to refuse. They must also be informed of their right to.

  1. See the report before or after it is supplied.
  2. Withhold consent to the report being shown to the employer.
  3. Request that the report be amended.

Criminal Records

If the job requires a criminal records check this should be made via the Criminal Records Bureau.

Work Permits

It is a criminal offence for an employer to employ an individual who does not have permission to live or to work in the United Kingdom.

So a check should be made that an individual is eligible to live and work in the UK via the Home Office Careful consideration should be given to the best point in the process to carry out any checks (e.g. at shortlist or offer stage) and where possible only the successful applicant should be checked. If a check reveals adverse information about an applicant they should be given the chance to explain.

The Job Offer

Once the successful applicant has been identified all applicants should be written to as soon as possible to inform them of the outcome using the Offer of Employment Letter or the Rejection Post-Interview Letter.

The offer letter should state the specifics of the job and any conditions, including any pre-conditions or post-conditions. A written statement of the main terms and conditions of employment is required by law to be issued to the employee within two months of them starting work.


Following the appointment to the post, an induction programme should be developed for the new employee following the guidelines contained in the Wee Creative Company’s Induction Policy.

Review of Recruitment Practice

Recruitment procedures and practices should be kept under review so as to ensure that this policy is being adhered to and to ensure that they do not include requirements or conditions that constitute, or may lead to, unlawful discrimination.


Any applicant who feels that they have not been treated fairly in the recruitment and selection process should contact the company in writing who will investigate the matter and report back to the applicant.

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