Recruitment/key card - an overview of matters to consider in the recruitment process
- When an employer undertakes a recruitment exercise it must do so working within the legal framework:
- Equality Act 2010 – not to treat applicants less favourably due to protected characteristics such as race, ethnic origin, religious beliefs, disabilities
- Data Protection Act 1998 – it must manage sensitive data such as application forms and CVs in accordance with defined principles
- Immigration, Asylum and Nationality Act 2006 – they must ensure that before staff are taken on these individuals have a right to work in the UK
- Rehabilitation of Offenders Act 1974 – that where relevant the necessary criminal record checks are undertaken and that employees with a spent conviction are not unfairly treated.
- Prospective employers should also consider obtaining a reference from at least one past employer
- Where appropriate it may be appropriate to undertake other checks – such as health check to ensure staff are fit to perform a role, credit checks if the role involves finance management (for example)