Recruitment Policy

Purpose

This policy sets out how Towerblock Radio CIC recruits staff and volunteers fairly, transparently and in compliance with employment law and equality legislation.

Scope

This policy applies to the recruitment of all employees, volunteers, contractors and anyone engaged to work on behalf of Towerblock Radio CIC.

Definitions

• Recruitment means the process of identifying, attracting, assessing and selecting candidates for roles.
• Safer recruitment means recruitment practices designed to protect children and adults at risk, as set out in the Safer Recruitment Policy.
• Shortlisting means the process of selecting candidates from the applicant pool for interview.

Responsibilities

The board approves recruitment decisions for senior roles. The Operations Lead manages the recruitment process. Hiring managers participate in shortlisting and interviewing.

Policy Statement

Towerblock Radio CIC recruits fairly, transparently and on merit, ensuring equal opportunity for all candidates and compliance with employment law. Recruitment for roles involving contact with children or adults at risk follows the Safer Recruitment Policy.

Detailed Procedures

Recruitment process

1. Role definition: A role description and person specification are prepared, identifying required skills, experience, qualifications and any necessary checks.
2. Approval: The recruitment is approved by the appropriate authority under the Delegated Authority Policy.
3. Advertising: Roles are advertised openly to attract a diverse candidate pool.
4. Application: Candidates complete an application form (CVs may be accepted but application forms are preferred for consistency).
5. Shortlisting: Candidates are assessed against the person specification.
6. Interview: Shortlisted candidates are interviewed by a panel of at least two people.
7. References: Two references are obtained before appointment.
8. Checks: Identity, right to work, and any required DBS checks are completed.
9. Offer: A formal offer is made, subject to satisfactory references and checks.
10. Induction: The new starter receives a full induction.

Equality in recruitment

All candidates are assessed on merit. Decisions must not be based on protected characteristics under the Equality Act 2010. Reasonable adjustments are made for candidates with disabilities.

Record keeping

Recruitment records are retained for six months after the recruitment process (longer if required for a legal challenge or if the candidate is appointed).

Recruitment of ex-offenders

Towerblock Radio CIC operates a fair recruitment policy for ex-offenders. Criminal convictions are only considered where relevant to the role. See the DBS Policy for details.

Reporting Process

Recruitment activity is reported to the board at each meeting.

Compliance Requirements

• Equality Act 2010.
• Employment Rights Act 1996.
• Rehabilitation of Offenders Act 1974.
• Safeguarding Vulnerable Groups Act 2006.

Monitoring

Recruitment data is monitored for equality and diversity. The board reviews recruitment activity annually.

Review Cycle

This policy shall be reviewed annually.

Version Number

Version 1.0

Approval Section

Approved by: Towerblock Radio CIC Board Date: July 2026 Next review: July 2027

Related Policies

• Safer Recruitment Policy
• DBS Policy
• Equality, Diversity and Inclusion Policy
• Volunteer Policy

Website URL slug

/policies/recruitment-policy

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Recruitment Policy | Towerblock Radio

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Towerblock Radio CIC's recruitment policy covering fair, transparent and merit-based recruitment of staff and volunteers in compliance with the Equality Act 2010 and employment law.

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