Recruitment Policy

1. Our commitment

SPL Consulting Limited is committed to a policy of equal opportunity and fair treatment in its recruitment and selection processes. We will not discriminate on the basis of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, or sexual orientation. All hiring decisions will be based on a candidate’s skills, experience, qualifications, and ability to perform the job.

2. Principles of recruitment

Our recruitment process will be:

• Fair and Consistent: All candidates will be assessed against the same criteria for a given role.
• Transparent: We will clearly communicate job requirements and the stages of our process to all applicants.
• Merit-Based: Selection will be based solely on a candidate’s suitability for the role.

3. The recruitment process

The following steps outline our standard recruitment procedure:

• Role Definition: A clear job description and person specification will be created for every vacancy. This document will outline the essential and desirable skills, qualifications, and experience required.
• Advertising: All roles will be advertised through appropriate channels to attract a diverse pool of candidates.
• Application & Shortlisting: Applications will be reviewed against the person specification. Candidates who meet the essential criteria will be shortlisted for an interview.
• Interviews & Assessment: Our interviews and assessment methods will be fair and objective. All interview questions will be related to the role’s requirements. We may use additional assessment tools such as technical tests or case studies where appropriate.
• Decision: A hiring decision will be made by at least two individuals to ensure fairness and consistency.
• Offer of Employment: A formal offer will be made in writing, subject to the satisfactory completion of all necessary pre-employment checks.

4. Pre-employment checks

To ensure we maintain a professional and secure working environment, all offers of employment are conditional upon the satisfactory completion of the following checks:

• Right to Work in the UK: This is a legal requirement. We will verify a candidate’s right to work in the UK before employment begins by checking a valid passport, visa, or other legal documentation.
• References: We will request and verify professional references from a candidate’s previous employers to confirm their employment history and suitability.
• Criminal Records Check (DBS): Where a role involves access to sensitive information, work with vulnerable individuals, or specific regulated activities, a Disclosure and Barring Service (DBS) check will be conducted. This will be made clear to the candidate beforehand.
• Verification of Qualifications: We may verify professional qualifications and certifications that are essential for the role.

5. Recruitment agencies

If we use a third-party recruitment agency, we will ensure that they are reputable and have their own robust policies on modern slavery, data protection (GDPR), and equal opportunities. Our contracts with these agencies will require them to comply with all relevant legal and company policies.

6. Data protection

All personal data collected during the recruitment process will be handled in accordance with our Privacy Notice and the UK GDPR. Candidate data will be kept confidential and will only be used for the purpose of recruitment. We will inform all applicants how we will process their data and will not retain it for longer than is necessary.