AREBT Recruitment and Selection Policy

AREBT Recruitment and 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 assist AREBT in its role as a professional body
  • In an equal and inclusive way that is consistent with employment legislation, good practice and AREBT’s Equality, Diversity and Inclusion Policy.
  • Through a process that supports our values;
  • Positively promoting AREBT as an employer
  1. Scope

This policy applies to all internal and external candidates who are applying to volunteer/undertake paid work at AREBT.

  1. Policy Statement

Recruiting and selecting the best people is important to the continued success of AREBT as a professional body. We want to constantly improve our performance as an organisation, to ensure we are doing all we can to protect and promote the interests of our members, clients, and the general public.

To do this, we recognise we need to recruit from the widest possible talent pool and ensure we have the right balance of skills.

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 AREBT’s commitment to having a diverse workforce.

  1. Recruitment Process

Before recruitment commences, the AREBT Board member will identify the specific recruitment need and get approval from the AREBT Board to recruit to this role, including a budget for advertising, where appropriate.

A job description will be prepared which will include an outline of the job’s main responsibilities and duties and a person specification which details the criteria required to perform the job, against which candidates can be assessed throughout the recruitment process.

All vacancies should be advertised on AREBT’s website and at the AREBT AGM (if appropriate).  AREBT may also choose to advertise on its own social media, through direct email to its membership, and through cost-effective external media in order to generate a diverse pool of potentially suitable 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 and approval should be sought in advance from the Chair or Co-Chairs or AREBT.

In demonstrating that advertising should be waived, the assessment will need to show, amongst other things, that the equality and diversity implications have been considered.

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.

For further information about AREBT’s equality objectives, please refer to AREBT’s Equality, Diversity and Inclusion Policy.

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.

  1. The Selection Process

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.

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 paid employment/voluntary employment will be made on merit following the selection process as outlined above.   Feedback will be available, on request, after the interview stage.

  1. Data Protection/Confidentiality

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

  1. Complaints

AREBT strives to ensure that candidates understand the process and requirements and that they have a positive experience regardless of the outcome of their application.  Where a candidate is dissatisfied with the handling of their application, candidates can address their complaints to the AREBT by contacting AREBT on