Recruitment policy checklist

Read the document to make sure it meets your needs.

Remember that if you have any questions you can easily Ask a lawyer.

Simply having a Recruitment Policy doesn’t mean you’ve complied with your legal obligations to avoid discrimination during the recruitment process. 

Make sure that you:

• only make commitments in the Policy that it can realistically meet

• implement the Recruitment Policy 

Note that this Policy requires that you appoint someone with overall responsibilities and someone with day-to-day responsibilities for equal opportunities.

Make the Recruitment Policy available to staff by, for example: 

• including it in induction packs

• providing it in hard copy

• sending it out by email

• putting it on notice boards or an intranet site, or other easily accessible company computer systems

The HR department should also encourage anyone involved in the recruitment process to regularly review the Recruitment Policy.

This Policy is not a contract and does not need to be signed or agreed to by the employee. You can ask employees sign to an acknowledgement to show that they received it, but it’s not legally required.

A copy of the Recruitment Policy will be stored automatically in your Rocket Lawyer account ‘Dashboard’.

When the Recruitment Policy is amended, keep a copy of each version of it that has been in force, a record of when it was introduced and how and when each version was made available to employees.