The following section summarises the range of recruitment and selection tools described in this document and is split into the Foundation and Higher Levels. It also links each of these tools to the broad outcomes which a recruitment and selection process would seek to achieve.
Recruitment Practice | Detail | Notes | Outcome | Used |
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Carry out checks of appropriate registers and lists including verification of identity and qualifications | Including:
Checking with appropriate registration body: e.g. Scottish Social Services Council
Disqualified from Working with Children List and other appropriate registers. | | Legal and regulatory requirements are met
Employers are satisfied as far as possible at each stage of recruitment and selection that the candidate is safe to practice | |
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Identity check | Candidate asked to produce birth certificate/driving licence/passport or other photographic ID. | | Employers are satisfied of the candidate's identity, qualifications and registration status | |
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Verification of qualifications | Check with awarding body or registering body that qualification is genuine | | Employers are satisfied of the candidate's identity, qualifications and registration status | |
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Criminal Records check | Should be carried out using agreed procedure and in accordance with appropriate legislation | To note introduction of Protection of Vulnerable Groups (Scotland) Bill to the Scottish Parliament. | Legal and regulatory requirements are met | |
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Reference request | Must specifically address the issues of safety and any competencies which may be difficult to address though a selection process ( e.g. team working; tenacity) and should definitely include a check with previous employer(s) | | Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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Recruitment Practice | Detail | Notes | Outcome | Used |
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Competencies | Established through process of Job Analysis. | National Occupational Standards may be relevant. | Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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Job Description | May use, for example:
Occupational Standards (where available, e.g.SSSC National Occupational Standards). | | Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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Person Specification | Based on Job Description and Competencies, e.g. see SSSC National Occupational Standards. | | Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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Advertisement | Safety and rigorous selection should be prominently mentioned. | | Potential applicants are aware of the employer's commitment to the welfare of vulnerable people | |
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Application form | Needs to be a dedicated Application Form which seeks a full employment history and information about candidate's sickness record, involvement in disciplinary or grievance procedures. Also requires a signature acknowledging that prospective employer may contact any former employer in addition to the referees nominated by the candidate. Candidates should be warned that failure to disclose important information may lead to dismissal if discovered at a later date. | This may need to be negotiated if current form is a corporate one or addendum seeking additional information issued with corporate form. | Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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Short-listing | Should be carried out using the competencies as criteria, plus length of experience, qualifications, etc | This is a part of the process which managers rightly want to influence directly. | Employers are satisfied at each stage of the recruitment and selection process that the best candidate(s) have been selected to progress to the next stage | |
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Screening interview | Individual interview with candidate to scrutinise application form to identify and establish reasons for breaks in employment. Though less desirable, the elements of a screening interview may be addressed within normal/panel interview | Takes 30-60 minutes and has revealed some significant facts about candidates where implemented. | Employers are satisfied as far as possible at each stage of recruitment and selection that the candidate is safe to practice | |
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Panel interview | Process should be structured and address the Competencies. Questions should be behavioural and, where possible, focus on what candidates have done, not on what they might do. Panel members should feel able to follow up candidates' responses to agreed questions. | Reliability and validity of 'traditional' panel interview methods questionable. In order to improve these, specific training in structured interviewing needed for most staff at all levels in employing organisations. | Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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Personal interview | This is an individual interview with a skilled interviewer (plus observer) who probes critical areas such as attitudes to punishment, attitudes to sexuality, management of sexualised behaviour, influence of own experience ( e.g. of being parented or of parenting) on approach to vulnerable people. (Model discussed in section on Personal Interviews.) Though far less desirable, the elements of a personal interview may be addressed within normal/panel interview. | This is highly specialised work. Employers should ensure they have access to the appropriate training/resources. | Employers are satisfied as far as possible at each stage of recruitment and selection that the candidate is safe to practice | |
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Equal opportunities | Equal opportunities principles apply throughout process, however, should not be seen as a barrier to rigour. | | Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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Client/Service User Records check | Carried out to ensure important information not being concealed. Should include Child Protection Register where appropriate. | Currently these may be carried out for foster carers but generally not for social services staff. | Employers are satisfied as far as possible at each stage of recruitment and selection that the candidate is safe to practice | |
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Personnel Records check | New applications should be checked against old personnel records, e.g. for details of disciplinary issues relating to current/ previous employment. Should also include a check of records of previous job applications where these are still held. | In relation to how long personnel records should be kept, this must be in accordance with the Data Protection Act, which states that personal data should not be kept for longer than is necessary. | Employers are satisfied as far as possible at each stage of recruitment and selection that the candidate is safe to practice | |
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Assessment/Selection Centre process | Based on competencies for the post, using job simulation exercises and trained assessors. Process is called assessment or selection centre. Could include psychometric tests to measure ability (verbal, numerical and abstract reasoning) and personality profile (to give indication of competencies). Exercises might include: written exercises; group and individual exercises; presentation; in-tray; planning exercise, etc | Longer process than the more usual one. Has implications for the widely-used panel interview. This will need to change to take account of the information gathered elsewhere in the process. | Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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Assessment | Scoring of candidates is recorded and shared in a Wash-up. Usually a combination of numerical scoring against indicators for each exercise and discussion of implications of candidates' scores. | Agencies need to ensure they have access to a pool of trained assessors for all posts at all levels in the organisation. (Possibly aim to share resources across organisations.) | Employers are satisfied at each stage of the recruitment and selection process that the best candidate(s) have been selected to progress to the next stage | |
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Involving Service Users in Recruitment and Selection | Various methods possible including visits by candidates to facilities used by service users; groups of service users meeting candidates individually where a set of agreed questions is put to the candidates; a group of service users meeting a group of candidates in order to undertake a group exercise; or including a service user as a member of a panel interview. | Appropriate preparation, support and protection to be provided to service users. | Potential applicants are aware of the employer's commitment to the welfare of vulnerable people Employers are satisfied that each candidate has demonstrated their suitability for the specific post | |
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