When planning the recruitment and selection process it is important to establish realistic timescales for the different stages. Aiming to complete the process in the shortest possible time can be counter-productive if timescales are too tight or unrealistic.
Take into consideration where you will be advertising and possible constraints on deadlines and panel members’ availability. You may need to consider flexibility and changes to the dates or times of interviews to avoid unlawful discrimination, particularly indirect discrimination if you cannot objectively justify what you are doing, or a failure to make reasonable adjustments for a candidate with a disability.
The below table provides indication of the timescales for the various stages of the recruitment process.
Activity
Timescale
Planning and preparation (including authorisation, and writing a job description and person specification). Consulting the District Lay Employment Secretary (DLES) over the next steps in the process .
2-4 weeks
In consultation with the DLES finalising the vacancy details, posting the advert on the web and place in external media (subject to the relevant advertising deadlines)
2-5 days
Time that vacancy is live for applications (until the formal closing date)
2-3 weeks
Short-listing
1 week (but may well be longer if a large volume of candidates is expected)
Notice given to short-listed candidates of interview and selection process
1 weeks (5 working days)
Conditional Offer and pre-employment checks
2-3 weeks
In consultation with the DLES finalise and issue of formal offer and contract of employment.
1 week
Notice period your selected candidate is required to give