Download original attachment
(Word document)
This is an HTML version of an attachment to the Freedom of Information request 'Recruitment of Social Workers'.

Freedom of Information Request 30 June 09

Response from LB Bromley

Under the Freedom of Information Act please email me a copy of any information you hold on

  1. Your policies, procedures and guidance for the recruitment of Social Workers. Including

    • how, when and where job adverts are placed,

All adverts are posted on the Council's website. For social care vacancies, we sometimes use specialist media (print and on-line) which are targeted at the social work profession. Adverts are placed when a service manager decides to recruit to a vacant post.

Adverts are usually open for two weeks but there is no set period. It depends on a number of factors including the views of the manager who is recruiting, the type of post.

There is no set period of time from closing date to interview. This depends on a number of factors including the availability of the recruiting manager, interview panel members and shortlisted candidate; and what is required or involved in preparation for the interview.

  1. How the short listing of job applications is undertaken and recorded.

The recruiting manager undertakes the short listing of applications. They complete a scoring grid which assesses the application form against the person specification.

  1. How long you retain copies of job applications and related information.

Six months unless resident market labour testing applies (for shortage occupations) or indefinitely if the successful applicant is a migrant worker recruited under the new points-based system.

  1. How short listed candidates should be interviewed and what methods of assessment and interview are used.

Shortlisted candidates should be interviewed in person. Methods of assessment and interview depend on the role, the criteria for the job and what the manager wants.

  1. How interview questions, assessments and case study exercises are devised and formulated.

Ultimately, it is the manager's choice and responsibility to devise the questions, assessments and exercises which they feel are relevant to the service and will ensure the best candidate for the role is selected. These must be based on the person specification. Guidance and tips are available through training and a managers' toolkit.

  1. Copies and details of any guidance and training interviewers are given on how to conduct interviews, record and evaluate how interviewees respond to questions, complete assessments or case study exercises.

A recruitment & selection course is open to all employees, which provides guidance and skills in this area. Guidance is also available through an in house “managers' toolkit” published on the intranet. Forms are made available by HR for recording notes / outcomes of the short listing and interview process.

  1. What procedures should be followed to inform candidates of the outcome of any interview/assessment?

The manager usually contacts the successful candidate directly. All shortlisted candidates are written to by HR with the outcome of the interview and selection process.

  1. What criteria is used to make one candidate more successful or employable than any other

We are not clear what this question is asking.

The job description, person specification, application form, assessments, performance at interview and references all contribute to the appointment decision which is based on ensuring that the Council recruits the best person for the job based on merit against the criteria set out in the person specification..