Prior to attending interview all Candidates should be asked to provide evidence of their right to work and bring any relevant qualification documents to their interview.
Candidates should also be asked if there are any reasonable adjustments that could be made so that they can participate fully and fairly in the interview process. The accessibility of the interview venue should be considered when securing a venue, and it may be necessary to delay scheduled interviews to accommodate certain reasonable adjustments. Recruiting Managers should consult with the Lay Employment Secretary/ Employment Adviser should they require any guidance.
Once the recruitment panel members have selected successful candidate(s) the Panel Chair should make a verbal conditional offer of employment to the first-ranked candidate.
This will be subject the the satisfactory pre employment checks including, but not limited to:
- proof of eligibility to work in the UK - this is to ensure they are not employing those who do not have permission to work in the UK, or in the particular role they are employed to undertake
- DBS clearance - to comply with legal obligations, and to ensure the safeguarding of vulnerable members of society, districts, circuits and churches may be required to request records to determine whether ex-offenders are suitable for particular employment
- satisfactory health assessment - employing bodies need to tread carefully when asking questions relating to health and medical information. The Equality Act 2010 makes it unlawful to ask candidates to complete a medical questionnaire before being offered a job. Employers should however ask candidates if they need any adjustments or have specific access requirements to attend an interview or undertake a test.
- confirmation of relevant qualifications
- receipt of references which are satisfactory to the church/employing body– organisations are not usually under any legal obligation to obtain an employment reference, and there is no automatic right to receive a reference from a previous or current employer (except in certain sectors). However, it is common practice to request references and, as employers are under a duty of care to provide references that are accurate and not misleading, it is essential that they handle both the provision and receiving of references carefully
Please go the Pre Employment Checks Section for further information.
There must be a clear statement that the offer is conditional at that stage. This should also be confirmed in writing. Template of an Initial Offer Letter with Written Statement of Terms and Conditions to Follow is available from the Downloadable Templates section.
It's important to be aware that a verbal offer of employment made in an interview is as legally binding as a letter to the candidate. An offer of employment made verbally and accepted, forms a contract of employment.
Withdrawal of a verbal offer may require the employer to give and pay notice. To avoid misunderstandings it is important to provide, as quickly as possible, written confirmation of the offer and any conditions. In the event any misunderstanding arises at this point, advice may be sought from the District Lay Employment Secretary.
Start Date
It is normal to discuss a prospective start date that allows time for the employer to collect any outstanding information and for the candidate to give notice if that is relevant. It would however not be appropriate to expect a candidate to give notice until the employer is in a position to confirm the offer. In other words start date should only be formally confirmed when all the necessary pre-employment checks have been satisfactorily completed.
Once a verbal offer has been accepted, unsuccessful applicants must be telephoned by the recruiting manager to let them know they have not been successful.
It is good practice for the the Chair to offer feedback for any unsuccessful candidates where practicable. Feedback should be based on the candidate’s ability to meet the criteria set out in the person specification.
What happens next?
The following documentation is required by the DLES or other Church/ Circuit/ District Officer responsible for the recruitment before contract of employment can be issued to the successful candidate:
- All applications
- All copies of proof of eligibility to work in the UK collected
- All notes taken during the recruitment and interview process,
- A copy of the main interview questions used
- A completed shortlisting and interview scoring form for each candidate
- An appointment panel decision
All personal data will either be destroyed immediately to comply with the GDPR regulations, or retained by the Church/ Circuit/ District for a period of six months where appropriate, before being destroyed.
Once the successful candidate has confirmed their start date and met any conditions of contract, the line manager/Chair should commence the induction process.