The CII's recruitment and selection policy is designed to ensure
that we select the best possible candidate for the job, on the
basis of their relevant merits and abilities as measured against
the requirements of the job.
This policy aims to achieve the following objectives:
- recruit staff with the appropriate skills, both technical and
personal, in order to meet operational and strategic
- work to a fair and equitable recruitment and selection
procedure which is consistent with employment legislation and good
practice and free from discriminatory practices
- operate a recruitment process which supports the CII's
Scope of the policy
This policy applies to the recruitment and selection of
individuals to, and within, the CII.
All employees involved at any stage in the recruitment and
selection of staff should be aware of and adhere to the contents of
this policy. In addition, any external consultants, recruitment
agencies or external experts who assist in the recruitment process
must act in accordance with this policy. Recruiters are responsible
for providing such external parties with this policy prior to their
involvement in the recruitment process.
Diversity and equal opportunities
We recognise the value of diversity to modern society and want
to ensure that all attributes, talents and skills available are
recognised when employment opportunities arise. We therefore
welcome applicants from all sectors of society.
The CII's vision to 'protect the public by guiding the
profession' can only be achieved by recruiting the best possible
people from a diverse range of backgrounds.
The CII has been granted the use of the Disability Symbol in
support of our commitment to encourage disabled people to apply for
vacancies at the CII. We have agreed to meet five commitments
regarding the recruitment, employment, retention and career
development of disabled people.
We have agreed:
- To interview applicants with a disability who meet the minimum
criteria for a job vacancy and to consider them on their
- To ensure there is a mechanism in place to discuss, at any
time, but at least once a year, with disabled employees, what can
be done to make sure they can develop and utilise their abilities
and skills to their full potential.
- To make every effort when employees become disabled to make
sure they stay in employment.
- To take action to ensure that key employees at the CII develop
the appropriate level of disability awareness needed to make these
- Each year, to review the five commitments and what has been
achieved, to plan ways to improve on them and let employees and the
Employment Service know about progress and future plans.
To enable the scheme to operate we ask candidates to state when
submitting their CV and covering letter whether they consider
themselves to have a disability as defined by the Equality Act
To follow the Disability Symbol interview scheme Managers
compiling interview shortlists will be informed if a candidate
states they have a disability.
When applying for vacancies we ask candidates to indicate access
requirements and any additional needs so that reasonable
adjustments may be considered during the interview and selection
Applicants can contact us regarding the status of their
applications at any time. In addition, unsuccessful applicants will
receive feedback on why they were not offered the job or successful
for an interview upon request from the individual. Feedback will
provided by either the recruitment agency or HR where applicable.
Requests will be dealt with in accordance with the Data Protection
Act 1998. If a candidate would like any clarification on the role
or the policy please contact the HR department.
Monitoring and evaluation
This policy will be periodically reviewed in line with
legislative changes and business requirements.
This policy is non-contractual and can be amended at any time in
response to changes in employment legislation and Institute
For additional information, please contact the HR Department on