Recruitment and Selection

Pride Ventures Solutions recruitment and selection process will be in line with our equality and diversity policy.

Recruitment, training and careers literature will seek to describe the complete range of jobs available within the organisation and in line with our equality and diversity policy. There will be no bias in respect of sex, gender reassignment, age, marital status, race, national or ethnic group, nationality or colour, disability, sexual orientation, religion or belief.

Internal and external job advertisements should not indicate any restrictions on jobs to any particular group, except where the specific job is in line with a genuine occupational requirement under the Sex Discrimination Act and the Race Relations Act.

Job Descriptions, Person Specifications and Selection Criteria

The company job descriptions, person specifications and selection criteria will contain standards that are relevant to the particular post and will be checked for any unjustifiable preferences or requirements that could give rise to unlawful discrimination against individuals or certain groups.

Job descriptions and person specifications will be sent to all prospective candidates.

Where there are particular qualifications that are required, it will be made clear that the equivalent overseas qualifications will be acceptable.

When recruitment information is requested by a candidate in an alternative format (e.g. large print), this will be provided, as far as is reasonably practicable.

Shortlisting of candidates will be carried out in a systematic, objective and consistent fashion.

Interview procedures

Interviews will be conducted in a fair, structured and consistent manner.

Interview questions will be relevant to the job requirements.

Interview arrangements will be adjusted, if necessary, to accommodate a candidate’s disability.

Questions about a person’s disability will only be asked in the context of his/her ability to do the job.

Interviewers will always make it clear that this is the intention behind any questions relating to an individual’s current or past health record or mental/physical impairment.

Recording decisions

Reasons for selection or rejection at each stage of the recruitment process will be accurately recorded and stored securely.

Interviewers will be encouraged only to note opinions that are based on fact and the direct responses of the interviewee.