Recruitment Policy
Recruitment Policy and Procedure
Hanbury Lawn Tennis Club
1. Introduction
Along with its volunteers, Hanbury Lawn Tennis Club regards its staff as its most important asset and will therefore adhere to the following policy and procedure when recruiting for all positions.
The purpose of this process is to ensure that recruitment to job/volunteer vacancies within Hanbury Lawn Tennis Club is carried out effectively, fairly and consistently.
This process shall be applied to all employees, prospective employees and appointees of Hanbury Lawn Tennis Club regardless of gender, gender assignment, marital or family status, age, disability, ethnic origin, creed, religion/belief, sexual orientation or any other condition or requirement which cannot be shown to be justifiable.
The process shall also be applied to both established and fixed-term colleagues.
Any questions regarding this process should be directed to the committee.
2. Advertisement
When advertising for a position Hanbury Lawn Tennis Club will make it clear from the outset that they, along with any supporting partners, are an equal opportunity employer and welcome applications from all sectors of the community regardless of background. Appointments are made on merit.
Job vacancies will be advertised both internally and externally or internally only. This decision, at the discretion of the committee, will be based on a range of factors including the seniority and nature of the role, and the qualifications/knowledge, experience, skills and competencies needed for the role.
Where roles are advertised externally this will be through the press and/or web sites.
3. Applications
Applications for vacant roles must be made by Application Form by midday on the closing date specified in the advertisement.
Accompanying any advert will be an Equality and Diversity Monitoring Form, which should be completed and returned with the application. A job description and person specification will be available to help in completing the application form.
4. Shortlisting
Hanbury Lawn Tennis club will use a standard shortlisting matrix based on qualifications/knowledge/experience/skills and competencies to select the most suitable applicants for interview.
Applicants called for interview will be contacted by phone/email.
5. Interviewing
The interview panel will consist of at least two representatives of Hanbury Lawn Tennis Club selected from the committee members. In addition there may be an independent representative. At least one of the panel would have attended the Equality, Diversity and Inclusion training. No individual with a perceived vested interest relating to any of the candidates for a position will be involved in the recruitment process.
Interview candidates can expect a range of questions regarding their qualifications/knowledge, experience, skills and competencies and will be asked to give examples, if this is possible. They may be asked to give a presentation or prepare a discussion topic.
The interview panel will keep notes of the interview to aid appointment decision-making.
Interviews are to be carried out at an appropriate and accessible venue and location. If an applicant is unable to attend for whatever reason, Hanbury Lawn Tennis Club will work with them to re-arrange if possible.
6. Post-Interview
The interview panel will endeavour to contact all interview candidates, in person, within two working days to advise them of the outcome of the interview.
Where verbal job offers are made to successful interview candidates this will be followed up by a formal written offer and contact of employment on standard Hanbury Lawn Tennis Club terms and conditions.
It is important to note that any verbal job offer made will be subject to a number of recruitment checks, including references and DBS checks as a minimum. Hanbury Lawn Tennis Club may contact you to discuss findings of these checks and to ask for further information in order to conduct a risk assessment. Receipt of unsatisfactory pre-employment checks may lead to withdrawal of offer. Unsuccessful interview candidates will be offered the opportunity for verbal feedback.