Recruitment policy

1. Job and Person specification

(a) The recruitment procedure will begin with a job and person specification.

2. Recruitment advertising

(a) The job and person specification will be used as the basis for the
advertisement content.
(b) Clear instructions will be provided regarding the application procedure.
(c) Advertisements will not discriminate on the grounds of sex, race, age,
disability etc.

3. Applications

(a) All applications (both solicited and unsolicited) will be promptly
acknowledged.
(b) All applications will be treated as confidential. The circulation of papers will
be restricted to those involved in the recruitment process.
(c) When the application form is used for pre-screening, the information
contained will only be judged against the job and person specification.

4. Selection

(a) Hayley’s Swimming School will use properly validated techniques such as
the application form and interview. Selection tests and practical tasks will also
be used if appropriate.

Thank you for your interest in Hayley’s Swimming School. Part of our recruitment policy highlights that all candidates are informed as to whether or not they will be called for an interview. Following this, all candidates interviewed will be contacted whether or not they have been successful.

4.1 Applications

(a) All applications (both solicited and unsolicited) will be promptly
acknowledged.
Email: hayleyswimming1@gmail.com Website: hayleysswimmingschool.co.uk
(b) All applications will be treated as confidential. The circulation of papers will
be restricted to those involved in the recruitment process.

4.2 Selection

(a) Hayley’s Swimming School will use properly validated techniques such as the
application form and interview. Selection tests and practical tasks will also be
used as appropriate.

4.3 Selection process

1. Following the closing date for the vacancy all application forms received on
   time will be studied in detail by the relevant department.
2. Subsequently, a list of candidates called for interview is produced.
   Successful candidates will be informed in writing, normally giving minimum
   notice of one week, where practicable, there will be flexibility for the
   candidate to request a more convenient date.
3. Unsuccessful candidates will be informed in writing.
4. After completion of interviews, the successful candidate is contacted and
   on acceptance all unsuccessful short list candidates will be notified.

5. Condition of employment

A detailed staff manual outlining the terms and conditions of employment will be provided for the successful candidate. A summary of the major terms and conditions is included in this pack for your perusal. Including all contract policies and procedures which must be acknowledged in writing (signature).