This letter outlines that a job applicant’s details will be kept on file and includes a consent form so that the applicant can give consent to their details being kept on file (GDPR Compliant).

This letter can be used to withdraw a job offer. Note that any withdrawal should not be as a result of any disclosure of a protected characteristic to avoid a discrimination claim.

This letter can be used to provide feedback to a job applicant who has been unsuccessful.

This letter can be sent to a job applicant who has not been successful in proceeding to interview stage.

This letter invites a job applicant to a second interview, after they have attended a first interview.

This letter can be sent to a job applicant who has attended an interview but has been unsuccessful and will not proceed any further in the recruitment and selection process.

This letter can be sent to a successful job applicant who is going to be offered employment. It outlines the terms and conditions of employment that will be offered as well as any conditions relating to the offer such as references and probationary period.

This letter invites a job applicant to an interview and outlines the details of the interview such as the date, time and location of interview.

This form can be completed by a new recruit to obtain any pertinent medical information.This document must only be used after the employer has made an offer of employment to an individual; it should not be sent out with a job application form.

specification and the job description of the available role being interviewed for.

This is a guide for employers on how to score at interview. Employers are advised to amend the questions accordingly in line with the person

This form cab be used for job applicants to submit any expenses associated with the interviewing process, which are normally pre-agreed.

This form is used to send to an employee to seek their consent to obtain a medical report . An employer is unable to access medical information without the individual’s consent.

This template job description gives employers a guide on what information to use when outlinine duties and responsibilities of a job role.

This template can be used by an employer when designing a job advertisement.

This form can be used internally by a HR Department or manager to document the details of a vacancy that is required.

This form provides structure for the shortlisting process and ensures that the shortlisting process is adequately documented. This assists in protecting the employer in justifying recruitment and selection decisions, incase the process is challenged.

This form can be used internally by a HR department or manager to verify the tasks that are associated with a recruitment process such as advertising, screening, interviews and the various different pieces of correspondence that are required.

This form can be used to outline the essential and desirable criteria for a vacancy.

This form can be used to seek a reference from a previous employer for a new employee. The form can be sent to the referee or alternatively can be completed via telephone.

This form can be used to record the outcome of an interview process, including any second or third choices. It can also be helpful to formally record the successful candidate’s salary expectations and notice to give. It should be retained with all other interview documentation including score sheets and application forms.

This application form can be used as a template.

This policy outlines the procedure for incentivising employees who refer an employee to the organisation. It stipulates eligibility criteria and the reward

This policy outlines the organisations recruitment and selection policy including important information such as equal opportunities, training/promotion, advertising, the application process, screening, interviewing, offers of employment, training, reference checking, medical checks and record keeping.

The purpose of this policy is to ensure that the organisation promotes the most suitable employees in a fair and consistent manner free from discrimination. This policy outlines the procedure that will be followed when a job is being advertised.

The purpose of this policy is to outline the organisations approach to employee progression and succession within the organisation. The policy covers training needs analysis and the procedure for succession planning.

This letter can be sent to an employee that has been promoted. This letter outlines the terms of the promotion and provides the option of a trial period in the new position. It is important to remember that an employee who is placed on a trail period could not be dismissed if they were not successful and they would need to return to their original position.

This how to guide outlines the process for managing a probationary period, including an explanation of the purpose of probationary periods, how to manage any concerns during the probationary period, what support should be provided, along with information on confirming the successful completion of a probationary period as well as terminating employment either before completion of the probationary period or at the end of the probationary period.

This script can be used for a formal probationary appeal meeting.

This script can be used for a formal probationary review. Employers should bear in mind that the employee must have a probationary clause within their contract of employment, have signed their contract of employment and be within their probationary period in order to exercise termination of employment or an extension of probationary period.