It is the policy of Robert Higgins City Construction that all vacancies will be advertised internally (by email/memorandum) as well as externally and existing employees are to be encouraged to apply for vacant posts if they feel they have the requisite skills, qualifications and experience.
The recruitment process will be conducted in such a way as to result in the selection of the most suitable person for the job in terms of relevant experience, abilities and qualifications when measured against the relevant job description and person specification. The guidelines promulgated in the Company’s Equal Opportunities and Diversity policies will be followed at all stages of recruitment and selection.
Advertisements, whether internal or external, will encourage applicants from all suitably qualified and experienced people.
The selection process will be carried out consistently for all jobs at all levels. All applicants will be processed in the same way. The staff responsible for short-listing, interviewing and selecting candidates will be clearly informed of the selection criteria and of the need for their consistent application. Person specifications and job descriptions will be limited to those requirements that are necessary for the effective performance of the job. Wherever possible, all applicants will be interviewed by at least two interviewers and all questions asked of the applicants will relate to the requirements of the job, and will be in no way discriminatory or personally intrusive. The selection of new staff will be based on the job requirements and the individual’s suitability and ability to do, or to train for, the job in question.
If it becomes necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves unsociable hours or extensive travel), this will be discussed objectively without detailed questions based on stereotypical assumptions.
It is Robert Higgins City Construction’s policy to seek at least two written references in relation to external applications, one of which must be from a previous employer (or, if this is the prospective employee’s first job, their school teacher or higher or further education lecturer) and to ask for documentary proof of qualifications and eligibility to work in the UK. Any offer of employment will be conditional on this documentation being satisfactory to the Company. Before references are taken up, the prospective employee’s consent will first be sought.
With internal applications, a reference will be sought from the employee’s line manager and the Company reserves the right for the relevant interview panel to access and view the employee’s personnel file as part of the selection process.
This policy is subject to continuous monitoring and review to ensure continued improvement in our working practices.