Recruitment

Recruiting the right people is essential for delivering your organisation’s mission. A clear and fair recruitment process helps attract candidates with the skills, values and experience needed to support your work.

Defining the Role

Start with a clear job description outlining responsibilities, reporting lines, location and working arrangements. A person specification should identify the skills and experience required for the role.

Using clear, inclusive language helps attract a wider range of candidates and ensures expectations are transparent from the start.

Advertising Roles

Charities often advertise roles through sector-specific platforms as well as local networks and social media. Common platforms include charity recruitment websites, professional networks and community noticeboards.

Advertising across multiple channels can help reach a more diverse group of applicants.

Shortlisting and Interviews

Shortlisting should be based on the criteria listed in the person specification. Using structured interview questions and scoring systems can help ensure candidates are assessed fairly and consistently.

In some cases, interview panels may include staff, trustees or service users to provide different perspectives.

Checks and Safeguarding

Before confirming an appointment, organisations may need to carry out checks such as references, right-to-work verification and Disclosure and Barring Service (DBS) checks where appropriate.

Find out more about Right to work and Share codes

Use the online eligibility checker

Read more about DBS checks and Safer Recruitment

These checks help ensure compliance and protect beneficiaries where safeguarding responsibilities apply.

Next Topic: Inclusive Recruitment