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Recruitment Policy

Recruitment and Selection Policy and Procedure


The purpose of this policy is to ensure that SSS Education Group Ltd employs and promotes the most appropriate employee and/or job applicant in a fair and consistent manner free from discrimination. This policy covers all current employees and applicants for employment with the Company including those for a temporary, fixed term or permanent position.

Policy statement
The Company is committed to ensuring that there is no discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation at any stage of the recruitment process or in the terms and conditions offered to new employees or promoted employees.

Advertisements will make clear, in both wording and illustration, that the positions are open to all suitably qualified candidates, regardless of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. Details of positions will be circulated so as to ensure access to all applicants. This includes forwarding internal advertisements to employees on long-term leave including maternity leave, paternity and parental leave. Screening will be carried out by matching details of applicants to the requirements of the job. The screening criteria will be applied consistently to all applicants.

The interviewing process will be carried out in the following way:
• no assumptions will be made on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation
• questions will relate to the requirements of the job as set out in the job description and person specification
• applicants will be assessed at the end of interviewing against pre-defined criteria
• interviewers will complete an interview assessment form for each candidate


All employees will be aware of the promotional and career opportunities available to them from details circulated. Promotion will be determined by merit and performance against objective criteria. Unsuccessful internal candidates will be given feedback to facilitate improvement. Training in giving feedback will be provided to managers charged with this task. No employee will be overlooked in relation to a promotion or an experience-broadening opportunity because of their reluctance to apply or accept on a previous occasion. The process surrounding promotion will be free from discrimination.

All relevant staff, including those on fixed term and part time contracts, will have equal access to training opportunities.

Disabled employees
As legally required by the Equality Act 2010, additional support will be provided to disabled employees to ensure they are not subject to unlawful or less favourable treatment during the recruitment and selection process. Reasonable adjustments must be made to remove any barriers the employee faces during the process.
Where the applicant has indicated they need reasonable adjustments making to the recruitment and selection process, this must be discussed with a senior manager.

All external candidates will be required to provide two satisfactory references prior to appointment. References must not be contacted without the permission of the candidate to whom they relate. Should a candidate not be in a position to provide two references, this should be discussed with senior management.

Advertisements for job roles at the Company will specify clearly whether the work involves regulated activity/work together with the basis of that work. Offers of employment will be made conditional on the receipt of a satisfactory disclosure checks. These will be conducted by the Disclosure and Barring Service in England and Wales and Disclosure Scotland in Scotland. The check will confirm that the applicant is suitable to carry out the role and has not been barred from performing this work.

If the background check reveals that an applicant is not suitable, the offer of employment will be withdrawn by the Company and the applicant will not be employed.

Right to work in the UK
The Company will only employ workers who are legally entitled to work in the United Kingdom. All applicants will be required to provide the Company with appropriate documentation or an online right to work check share code, wherever possible, to prove their eligibility to work in the UK.

The Company will securely retain all records arising through the recruitment process for 6 months.

Concerns with the recruitment process
Any employee who is concerned with this recruitment and selection policy or with its operation within the Company should follow the normal grievance policy and procedure.

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