Staff Recruitment Policy

Staff Recruitment Policy

(Last updated: December 2019)

Eynsford College will fully implement to the equal opportunities policy in the employment of staff. This will ensure that everyone in the community has equal access to the employment, promotion and fair terms and conditions of employment.

The following procedure will be followed Eynsford College for the purposes of staff recruitment:

Job description:

There will be a job description giving a detail of task involved in the job.

Only applicants with a minimum TEFL qualification (CELTA or Trinity TESOL Certificate) will be considered for positions. In addition, the College will only accept applicants with a level 6 qualification or equivalent (e.g. a first degree). There may be exceptions depending on the experience and knowledge of the applicant. Any applicant without these qualifications will need a rationale for their employment at Eynsford College.

Safe recruitment of staff with regard to U18s:

The job advertisement should give a brief description of the job and will inform the applicants that:

• Two references will be followed up
• The proof of identity will be required, original proof of ID (passport, utility bill or bank statement, TEFL qualification (CELTA or Trinity TESOL Certificate) will be considered for positions. In addition, the College will only accept applicants with a level 6 qualification or equivalent e.g. a first degree)
• Reference requests will ask specifically whether there is any reason that they should not be engaged in situations where they have responsibility for, or substantial access to, persons under 18.
• Appropriate suitability checks will be required prior to confirmation of appointment (DBS check enhanced)
• All gaps in CV must be satisfactorily explained

Shortlisting:

The Recruitment Panel should note the following points when short-listing potential applicants for jobs:

• Shortlisting should be done on the basis of essential and desirable criteria
• All applicants with disabilities who fulfil essential criteria should be considered for an interview

Interview:

• Prepare the questions for the interview in advance
• Ask all candidates the same set of questions
• Tell the person about the job that is being advertised
• Ask questions about the applicant’s current or most recent employment
• Ask about the applicant’s skills, ability and relevant experience
• Provide an opportunity for the applicant to ask questions
• Ask the applicant if he/she feels that anything said was unclear and give him / her an opportunity to go over it again
• Tell the applicant about what happens next and when the school will let the applicant know the result of the interviews
• All staff qualifications are checked and verified before the appointment.
• Employee HB outlines what expectations the school has from employees as well as what staff can expect from the school. Handbook is provided to all staff as part of induction procedure.

In addition to the recruitment policies stated above, applicants will also be asked a specific question to assess their suitability for working with Under 18s, namely ‘How do you feel about social media contact with students?’ In addition, applicants themselves will be required to affirm that there is no reason why they should not be employed in situations where they have a responsibility for, or substantial access to, persons under 18. During induction, newly appointed staff will be given Eynsford College Employee Handbook and be given and made aware of all college policies and procedures to ensure he/she is aware of the duties and responsibilities associated with the safeguarding of persons Under 18.

Appointment:

When is decided to appoint a candidate for the position, the candidate will be informed and given details of the starting date.