Recruitment policy template and documents

All the following recruitment documents are included in our Human Resources Folder. Click on the links to discover more about each template.


Recruitment letters


recruitment policy template documents Recruitment


When you advertise a job, what your advert says will determine the type and number of applicants you will receive. You must therefore consider the type of publication you use and your advert. Trade publications are a good option if you require a person with specialised skills.
Be conscious of the costs that can be involved. The size of the advert, number of issues and position will determine cost. Also consider the cost of setting up a system to process your applicant response.
A typical advert should:
Provide an image of your business and the type of person you are looking for
Be eye-catching and clear
Reduce unsuitable candidates
Provide a closing date for applications
If you publish a typical advert remember it will attract a typical employee – if you want someone special, make your advert special. You should approach recruitment in the same way you approach marketing your business. 

Recruiting staff internally

Having a policy that all jobs are advertised internally is a positive way of encouraging your staff to develop and grow within your company. The benefit of this is that they already know your company and understand how it works.

Recruitment agencies 

Using a recruitment agency will greatly reduce the time you spend recruiting. This is especially useful if you are going to have a large response. Check the agency has a clear understanding of your requirements so they can provide you with a suitable shortlist of candidates. There is however a cost factor when using an agency this is often a percentage of the salary.

The right to work in the UK

As an employer, it is your responsibility to check that each of your employees has the right to work in the UK before their employment begins.
To do this you need to see, verify and take copies of certain documents giving evidence of their right to work - for example, a passport shows that the person is a British subject or a national of a member country of the European Economic Area country or of Switzerland.
Lists of acceptable documentation are detailed in the Home Office's Border and Immigration Agency Code of Practice, which can be found at
If proper evidence is not obtained, it could result in you being fined as much as £10,000 for each employee who is not entitled to work in the UK. Further, if you knowingly employ someone who has no right to work, you can face as long as two years' imprisonment and an unlimited fine. It is, therefore, extremely important to undertake the proper checks.
Remember that the right to work should be checked for all employees, not just those who appear to be non-British, otherwise this could lead to race discrimination claims.

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