| Recruitment and Selection Policy and Procedure Version 1 Date April 2003 |
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Recruitment Policy |
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UTV's Recruitment and Selection Procedures have been framed to ensure that they are consistent, fair and provide equality of opportunity. All selection decisions are based solely on ability and irrespective of gender, marital status, family status, religious belief, political opinion, sexual orientation, disability, nationality, race, ethnic origin or age. |
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Vacancy Recruitment and Selection Procedure |
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UTV's recruitment procedure will take account of current legislation covering equality of opportunity. It will operate a systematic and objective recruitment procedure. |
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Job descriptions and personnel specifications are used for each post. All applicants will be supplied with a job description so that those expressing an interest are made aware of what the job entails. These will be updated by the Line Mananger in conjunction with the Human Resources Department for each vacancy. |
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Advertisements for a vacancy will seek to ensure the widest possible pool of potential applicants is reached and not limited in terms of gender, community background, ethnic origin etc. All advertisements will include the Company's statement on equality of opportunity. |
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All applicants will be issued with a copy of UTV's Equal Opportunities Policy. |
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All applicants will be required to complete an application form. No applications will be accepted after the closing date. |
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All applicants will be required to complete a separate Equal Opportunities Questionnaire. This questionnaire is retained separately, in strictest confidence and protected from misuse. It is not used as the basis of any employment decision. |
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Shortlisting for interview is based on the job-related criteria laid down in the personnel specification. A written record of the shortlisting process will be maintained. |
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Where appropriate job related tests are used in the selection process. |
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All shortlisting, interviewing and selection panels will comprise of at least two people who will have received guidance and training on selection procedures. Panels, where possible, will be of mixed community background and gender. |
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All interview questions will be objective and relevant to the requirements of the job. |
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Written assessment is made on each individual interviewed on standard company documentation and reasons for acceptance or rejection recorded. The conclusions of the interviewing panel are recorded. |
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All applications forms and related documents will be retained for a minimum of 12 months in a separate file for each individual recruitment exercise. |
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Promotion and Developmental Training Procedures |
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Promotion opportunities and developmental training opportunities will be advertised. |
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Recruitment of these will be conducted in a fair and consistent manner and in much the same way as external recruitment, ie based on the development of objective, job-related criteria. |
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A job description and personnel specification will be prepared. |
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Internal vacancy notifications will conform to good practice. |
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Shortlisting, testing and interviews will be conducted as outlined above. |
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Monitoring |
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UTV will monitor all recruitment and promotion decisions to assess the extent to which equality of opportunity is being achieved. |
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Review |
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UTV will keep this procedure under review and modify the provision to comply with any legislative changes or recommendations for best practice. |
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Similar policies are being drawn up / implemented in UTV Radio (GB) and UTV Radio (Ireland) to reflect legislation and best practice in these regions. |
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Subscribe to UTV's latest news releases |
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For further information contact UTV Careers using the details listed below:
Email:
recruit@utvmedia.com
Tel:
+44 (0) 28 9026 2177
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