Recruitment & Selection Policy

1. Purpose

The purpose of this recruitment and selection policy is to ensure we recruit:

• The best possible candidates, on the basis of their relevant merits, to support the delivery of our corporate strategy
• In an equal and inclusive way that is consistent with employment legislation and good practice
• Positively promoting Outsourced Events as an employer of choice
• Through a process that supports our values
• In a value-for-money way

2. Scope

This policy applies to all internal and external candidates applying to work at Outsourced Events.

3. Policy Statement

Recruiting and selecting the best people is of paramount importance to the continued success of
Outsourced Events. We recognise the need to recruit from the widest possible talent pool and to
ensure we have the right balance of skills within the company. We aim to ensure a flexible and
business focused approach to recruitment, using a range of selection methods. Each recruitment
campaign will be designed to identify the best person for the job, in the most time – and cost-efficient
way, without compromising fairness, confidentiality or the company’s commitment to having a
diverse workforce.

4. Recruitment Process

4.1 Identification of a Recruitment Need

Before recruitment commences, the senior management will review and approve the specific
recruitment need.

4.2 Job Descriptions

A job description is prepared that includes:

• an outline of the job’s main accountabilities

a person specification, detailing the criteria required to perform the job, against which
candidates can be assessed throughout the recruitment process

4.3 Advertising

Outsourced Events may choose to advertise through cost-effective external media to generate a
diverse pool of potentially suitable candidates. Where appropriate, staff will be able to refer external
candidates. In certain limited circumstances, it may be appropriate to make an appointment without
advertising the role internally or externally. An assessment of the potential impact should be made
before deciding to appoint without advertising, in particular ensuring that the equality and diversity
implications have been considered and that there are no internal staff eligible for redeployment.

4.4 Applications and Shortlisting

All individuals regardless of race, age, disability, gender, gender reassignment, sexual orientation,
religion or belief, pregnancy and maternity, marriage or civil partnership are encouraged to apply for
vacancies. Applications are treated with due confidentiality. Shortlists will be determined by the
extent to which a candidate’s experience, knowledge and skills match the role requirements as
demonstrated within their application. Reasonable adjustments to the recruitment process will be
made to ensure that no candidate is disadvantaged because of their disability. Candidates will be
notified of the decision made in respect of their application by phone or email. Due to the volume of
applications, specific feedback will not generally be provided at shortlisting stage.

4.5. Selection (Assessments and Interviews)

The selection process will be as efficient and clear as possible in order to ensure a positive candidate
experience within an optimum timescale. The expectation at the various stages in the process will be
in line with the complexity of the job requirements. Candidates may be required to complete
assessments such as psychometric tests, case studies, presentations and/or other job-related
exercises as appropriate for the job. Interviews will focus on the needs of the job and the
experience, knowledge, skills and competencies needed to perform it effectively. Candidates will be
assessed consistently against the criteria. All offers of employment will be made on merit following
the selection process as outlined above.

4.6 Appointing New Employees

Before finalising an offer, Outsourced Events requires two satisfactory references (which may be
taken at any stage of the process) and confirmation of the individual’s right to work in the UK. For
some roles, the offer may also be subject to a check of qualifications.

5. Data Protection/Confidentiality

Records relating to recruitment will be held and destroyed in accordance with the Data Protection
Act.

6. Complaints

The company aims to ensure that candidates understand the process and requirements and that
they have a positive experience regardless of the outcome of their application. Any candidate,
internal or external, dissatisfied with the handling of their application, should address their
complaint to the Director of Operations.

DATE OF ISSUE OF POLICY: January 2021
Board of Directors, Outsourced Events Ltd