Recruitment

Good recruitment is vital, it ensures that the workforce has the relevant skills and abilities for the organisation's current and future needs. Effective resourcing is not just about filling an immediate vacancy but about impacting the long-term success of the business and retaining talent.

Here are a few tips and tricks to ensure your recruitment process is effective:

·       Analyse the job, spend time gathering information on the role and assess the needs of the role. Typically, a job description and person specification should include the following:

o   The job’s purpose and the duties involved.

o   How and where it could be carried out.

o   What outputs would be expected of the jobholder.

o   How it fits into the organisations’ structure.

·       You should also consider if the role has a Genuine Occupational Requirement (GOR), which was introduced in the Equality Act 2010. Although it applies to all the Protected Characterises e.g., a woman giving personal care to a woman. For churches, it is likely to be used in being able to stipulate that only a Christian can apply and/or be recruited into the role. In very limited circumstances, and for most church-based roles that have faith as its primary role, this will apply.

·       You will need to be able to show how the GOR links to the role. For example, a youth pastor is likely to promote the faith and support young people in their journey with God – for this the GOR limitations will apply. Whereas a church cleaner, or someone working in administration as their main role, is not likely to have the GOR apply to their role.

·       When creating the job advert, you should keep in mind branding of your organisation and the values, after all, this will be a persons first impression! See below for some key aspects of a job advert:

o   The job’s purpose and the duties involved.

o   How and where it could be carried out.

o   What outputs would be expected of the jobholder.

o   How it fits into the organisations’ structure.

o   What skills, experience and qualifications are required.

·       All applications should be treated confidentially and only viewed by those in the recruitment process. Prompt acknowledgment of an application is good practice and presents a positive image of the organisation.

·       Selecting candidates involves two main processes:

o   Shortlisting those with the necessary skills to proceed to assessment stage.

o   Assessing those candidates to find out who is most suitable for the role.

·       When making the appointment, you should give a written offer letter that details the conditions of employment. This should be signed and returned within five days of issuing. One completed, other documents such as medical questionaries and references should be obtained.

·       For Christian based roles a lot of the work can be done for you by contacting Christian Jobs. Several of our clients have used them with great success. They carry the workload from the start to finish, including advertising in print and over social media. A link to their offer is below.