1.1 Recruitment Policy

Purpose

This policy ensures that Glin National College (NCU CLG) hires quality employees fairly, consistently and transparently.   

Scope

The policy covers all current and prospective employees.

Policy

By the Employment Equality Acts, 1998 and 2004, Glin National College (NCU CLG) is committed to ensuring that there is no discrimination on the grounds of gender, marital or family status, sexual orientation, religious belief, age, disability, race or membership of the traveller community at any stage of the recruitment process or in the terms and conditions offered. 

Job Requirements

When specifying requirements, qualifications or experience for any position, only characteristics essential to the performance of the job will be used.

No position will be classified by gender, marital or family status, sexual orientation, religious belief, age, disability, race or membership of the Traveller community.

All job descriptions will be written, salary benchmarked and signed off before recruitment.

Advertisement of vacancies

Employment vacancies may be published in either or all of the following ways:

• National daily and Sunday newspapers

• Local freesheet newspapers (e.g. Northside People, Southside People)

• On the internet (e.g. Indeed.ie, Monster.ie, Irishjobs.ie Activelink.ie)

• The Local Employment Services Network (L.E.S.N.), all Contact Points and Jobs Clubs

• Community-based organisations

• Intreo Services, SOLAS jobs bank

In both wording and illustrations, advertisements will make clear that the positions are open to all suitably qualified candidates, regardless of gender, marital or family status, sexual orientation, religious belief, age, disability, race or membership of the travelling community.

Details will be fully circulated to ensure access to all suitable applicants. 

Promotion

Where promotional or career opportunities are open to employees, vacancies will be placed on notice boards and circulated.

If an existing staff member wishes to apply for a vacancy, they should follow the guidelines in the advertisement. They must let their Manager know they are applying for a new role. The staff member will go through the same selection process as external candidates. The staff member's Manager will be contacted as a reference check where appropriate.

Interview Procedures

An interview panel will consist of the relevant Section Manager, usually the Training and Business Development Manager or Academic Standards Quality Officer and where required, one other person who is often the CEO or a member of the Board of Directors.  

It is recommended that no more than three interviewers sit on any panel and, where possible, be mindful of the gender balance of the panel. All interviewers will have received training in interview skills.

The panel will have a job specification, person specification, and competency chart agreed upon before the selection process starts. They will also decide on clear questioning lines before the interview process begins.

When the process is completed, all interview notes and charts will be taken by the Training and Business Development Manager or Academic Standards Quality Officer and kept on file for 13 months.

When the selection process is over, the interview panel will endeavour to make a team decision on the successful candidate. Where agreement cannot be reached among the team, a determination may be made to run a second/final set of interviews.

The Candidate

All applications for a vacancy will be acknowledged in writing, by e-mail or phone. Candidates will be advised as the selection process is unfolding where their application is in the process (for example, if a candidate is unsuitable at the screening stage, they will be advised as soon as possible).

Candidates will be called to attend the selection process by phone and advised at that stage what the process will be. Candidates invited for the interview will be asked whether they have any special requirements and reasonable accommodation for disabled interviewees will be provided, subject to this not imposing a disproportionate burden on Glin National College (NCU CLG).

When a candidate cannot be present for the selection process, another time will be put forward. Failure to find a second suitable time may mean the candidate cannot be considered for the vacancy.  

When the Board ratifies a decision, the successful candidate will be offered the position, subject to two reference checks supporting the evidence gathered.

Disabled Applicants for Employment

Glin National College (NCU CLG) is committed to providing reasonable accommodation to assist disabled individuals in applying for job positions and participating in recruitment and selection. However, this is subject to the condition that it does not impose an undue burden on the company. 

Suppose a disabled applicant is found to be the most suitable candidate for a position, and their disability restricts their ability to perform the role applied for. In that case, reasonable enquiries will be made to identify any special facilities that could be provided to make that person fully competent. These facilities will be provided if they do not give rise to a disproportionate manageable burden.

Contract of Employment

If the successful candidate has not previously worked with Glin National College (NCU CLG), two referees provided by the candidate must be contacted. Contact with the referees provided is to be undertaken once approval has been received from the Board of Directors.

Upon receipt of satisfactory references, the successful candidate will be contacted, and the offer of employment will be made. The contract of work will be issued if the position is accepted.

The Manager will issue all contracts of employment. All relevant details should be forwarded to the Manager for inclusion in the employment agreement. 

Successful candidates must be advised to present a P45 or equivalent, Bank Details Form and Personal Details Form immediately upon employment. All staff will be notified of the successful person's date of commencement of work.  

The Board of Glin National College (NCU CLG) seeks to have the highest standards in all aspects of its Human Resource Policies. The Board has authorised the construction of this site. Also, the Board ratifies new appointments and is informed or consulted on many aspects of H.R. policy.

All employee files contain employment contracts, job descriptions, salary details and any other relevant documentation about the individual.

Unsuccessful Candidates

Unsuccessful candidates who have reached the final stages of the selection procedure in a Glin National College (NCU CLG) recruitment campaign will, on request, be facilitated with feedback by telephone.  

Job Description

All employees appointed shall perform the duties determined by management as set out in the job description given to them with the employment contract.

The job description will be reviewed and regularly updated on the Manager and employee's agreement. Each job description will be linked to the employee's individual goals, team goals and the company's overall goals and strategic direction.

Contractors

Glin National College (NCU CLG) will select and employ contractors at its discretion for any work it deems appropriate.