Recruitment Policy

Recruitment Policy

Introduction

The Company aims at all times to recruit the person who is most suited to the particular job. Recruitment will be solely on the basis of the applicant's abilities and individual merit as measured against the criteria for the job. Qualifications, experience and skills will be considered at the level that is relevant to the job.

This policy relates to all recruitment activities which take place within Intec Microsystems Limited.

Recruitment & Selection

It is the Company's policy that managers are responsible for recruitment in conjunction with the HR Representative. A manager who wishes to recruit someone must first obtain approval from the Department Director, Finance, and the CEO.

All vacancies will be advertised on the appropriate job boards. Existing employees are encouraged to apply for vacant posts if they have the appropriate qualifications, experience and skills.

Before embarking on the process of recruitment, the manager must ensure that there is an up-to-date job description for the post.

The Company is committed to applying its Equal Opportunities, Diversity and Inclusion Policy at all stages of recruitment and selection. Shortlisting, interviewing and selection will always be carried out without regard to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation, and trade union membership.

Managers conducting recruitment interviews will ensure that the questions they ask job applicants are not in any way discriminatory or unnecessarily intrusive. The interview will focus on the needs of the job and skills needed to perform it effectively.

For some roles, the Company may decide to test certain skills, knowledge, or behaviours by using appropriate assessment tools.

Offer of Employment

Once a successful candidate has been identified, a formal offer of employment will be made and a contract of employment will be issued.

It is the Company's policy that the successful applicant will be asked to complete a medical questionnaire. Based on the outcome, the applicant may be asked to undergo a medical examination with an Occupational Health Advisor for the purpose of identifying any reasonable adjustments that may be required to support the applicant in the workplace.

It is also the Company's practice to seek the successful candidate's consent to request two written references and to ask for documentary proof of qualifications and the right to work in the UK. Any offer of employment will be conditional on these being satisfactory.

Induction

The Company will provide all new permanent and temporary employees, whether employed on a full-time or part-time basis, with a programme of induction training.

The purpose of induction is to integrate a new employee into the Company so that they are encouraged to become an effective and motivated member of the team. Effective induction is a major contributory factor in retaining newly appointed staff.

The manager should provide a newly appointed employee with a range of information and training about the Company and their new job, including guidance on:

  • Core business objectives and values;
  • Departmental structure;
  • The workplace;
  • The purpose and key responsibilities of their new role;
  • Fire and health and safety procedures;
  • The individuals with whom they will be working;
  • Expected standards of behaviour and performance;
  • Completion of all necessary documentation relating to their appointment;
  • All policies, procedures and rules;
  • Necessary training in order to fulfil their responsibilities.

Data Protection

The Company processes personal data collected during the recruitment process in accordance with its Data Protection Policy/GDPR Policy. In particular, data collected as part of the recruitment process is held securely and accessed by, and disclosed to, individuals only for the purposes of managing the recruitment exercise effectively to decide to whom to offer the job.

Inappropriate access or disclosure of job applicant data constitutes a data breach and should be reported immediately in accordance with the Company's Data Protection Policy/GDPR Policy. It may also constitute a disciplinary offence, which will be dealt with under the Company's Disciplinary Procedure.