Introduction
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.
Aims
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 requirements;
- 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 values
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 opportunity
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.
Disability Symbol
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 abilities.
- 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 commitments work.
- 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 Disability Discrimination Act 1995. 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 process.
The CII recruitment process
For each vacant role an up to date job description will be available. The job description will set out the main duties required from the applicant in post, and the key attributes of the role.
Candidates will also have access via the CII website to the CII’s values, equal opportunities and other useful information.
The HR Department will:
- manage and co-ordinate the CII’s recruitment from vacancy through to appointment;
- provide expert knowledge, advice and support to both line managers and candidates on policy and procedure application;
- where feasible advertise internally on the i-line (the CII's staff intranet)
- provide training for all individuals with responsibility for recruitment and selection;
- take a strategic approach to recruitment and selection so as to achieve corporate aims and objectives;
- in conjunction with the departmental manager, establish within their business areas an annual recruitment plan, key resource requirements and likely fulfilment strategies.
Recruiters
Those members of staff involved in recruitment, selection and promotion decisions must:
- take ownership of the recruitment and selection procedure;
- attend appropriate training in recruitment and selection;
- apply the provisions of the policy in a fair and consistent manner;
- ensure recruitment and selections are recorded objectively and consistently;
- adopt a professional approach – recruitment is as much about the applicant learning about us as it is about us finding the right person.
An initial assessment of the applicant’s skills and abilities is made against the criteria contained in the job description. Those applicants whose skills and experience most closely match those required for the job will then be invited to attend an interview. Presentations, skills / aptitude tests and/or other activities may also form part of the selection process, measurable against objective criteria. Second interview will take place where applicable to the role.
All interviews at the CII are competency based using the CII competency framework. The key competencies at the CII are:
Customer focus
Demonstrates an understanding of customer needs and has a service orientation
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Personal responsibility
Demonstrates a positive attitude and takes ownership and responsibility for work and performance
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Managing and developing people
Set goals and ensures others perform to their full potential and meet required standards
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Team working
Works with colleagues cooperatively in own department and across the organisation |
Dealing with change
Implements and adapts to new ideas and ways of working at an individual and team level and across the organisation |
Creativity and innovation
Takes a creative approach to work, identifies new ways of doing things and develops ideas to benefit the CII |
All selection decisions are based solely on an individual’s ability to do the job based on the interview, experience and aptitude tests.
The successful candidate will be sent an offer letter accompanied by the CII's staff handbook and medical questionnaire within 24 hours of the verbal offer being made.
The medical questionnaire is managed by Blossoms Inn our occupational health specialists. It is designed to support the candidate with any reasonable adjustments that may need to be made.
The successful candidate will be required to sign and return the offer letter within 7 days, and produce proof of right to work in the UK coupled with original documentation of qualification.
The CII operates a comprehensive induction programme for all new staff. A buddy is assigned to all new joiners. All new joiners are invited to attend an induction day at both our Aldermanbury and Customer Service sites.
Feedback
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 policy.
For additional information, please contact the HR Department on hrjobs@cii.co.uk
