Recruitment and selection procedure checklist template

Recruitment and selection process Date completed

1. Vacancy arises - do you need to recruit? Yes / No. If yes follow stages 2 to 20
below.

2. Analyse the job; review the job description and person specification to ensure
that they are still relevant and update if necessary.

3. Agree interview panel and recruitment and selection timetable. Put key dates
in diary e.g. closing date, short list, interview date(s).

4. Decide recruitment method; consider both in-house and external resources.

e.g. local newspaper, professional journal, internet, Job Centre.

5. Place advertisement with selected recruitment channel e.g. local newspaper,

professional journal, internet, Job Centre.

6. Respond to inquiries and issue information pack(s) application form, person

specification, job description, other information.

7. Closing date. Collate application forms, CVs and shortlist against person
specification. Complete shortlist grid.

8. Make arrangements for the interviews (confirm panel, venue, selection

methods and interview schedule). Invite the shortlisted candidates and provide
them with all relevant information.

9. Complete interview process (conduct interview and any practical tests).

10. Assess each candidate against the person specification to reach a decision
on who is the best candidate. Complete interview record form.

11. Make an offer to the successful candidate and ask them to complete a CRB
disclosure request form. You should request references at this point (one
reference must be from the current or most recent employer).

12. Carry out all the necessary checks against the required documents, taking
photocopies as required. For example:
any photographs are consistent with the appearance of the potential
employee.
the date of birth is consistent with the appearance of the potential employee.
the expiry dates on any documents produced are not passed.
UK Government stamps or endorsements allow the person to do the kind of
work offered.

13. The details on the CRB form must be thoroughly checked before being sent
off, to prevent any delays. The form must be fully completed, in black ink, block
capital letters and details of the previous five years addresses given, with no
gaps.

14. A POVA first request is e-mailed five working days after the CRB form is
dispatched.

15. Work permit, Yes / No

16. Once declarations are checked as positive, and references seen, issue
confirmation of employment letter.

17. Acceptance of offer received.

18. Contact unsuccessful candidates (retain their files for six months following
the recruitment process).

19. Issue new employee with statement of terms and conditions of employment
as soon as possible after their start date & in every case within eight weeks.

20. A health questionnaire must be given to the new employee as soon as

possible (preferably on their first day), for completion. The completed form is
filed in a sealed envelope in the personnel file.