Preloaded UK policy

Recruitment & Selection Policy template

Fair, objective hiring process — advertising, shortlisting, interviews, offers and pre-employment checks.

Legal basis
  • Equality Act 2010
  • Immigration, Asylum and Nationality Act 2006 (right to work checks)
Last reviewed April 2025. Guidance, not legal advice.

What the policy covers

  1. 1. POLICY STATEMENT
    your company is committed to recruiting the best candidate for every role based on merit, competence and potential.
  2. 2. DEFINING THE ROLE
    Before recruiting, a current job description and person specification will be prepared or reviewed.
  3. 3. ADVERTISING
    Vacancies will be advertised in a way likely to attract a diverse pool of candidates.
  4. 4. SHORTLISTING
    Shortlisting will be carried out by at least one trained manager against the criteria in the person specification.
  5. 5. INTERVIEWS
    Interviews will use pre-determined, structured, competency-based questions applied consistently to all candidates.
  6. 6. REASONABLE ADJUSTMENTS
    Candidates with a disability will be asked at the invitation-to-interview stage whether any adjustments are required.
  7. 7. PRE-EMPLOYMENT CHECKS
    Before a start date is confirmed, the following checks will be carried out:
  8. 8. OFFERS
    All offers of employment will be made in writing and will be conditional upon satisfactory completion of pre-employment checks.
  9. 9. RECORD KEEPING
    Recruitment records (including application forms, interview notes and decision rationale) will be retained for 6 months following the end of the process and then securely destroyed

Who needs it

Any UK employer running rotas, leave and the day-to-day of employing people. These set out the rules once so nobody argues about them twice.

Questions people ask

Is a recruitment & selection policy a legal requirement?

It rests on Equality Act 2010 and Immigration, Asylum and Nationality Act 2006 (right to work checks). Some policies must be written down once a business reaches a certain size or does certain work; others are simply how a tribunal, an inspector or a client's auditor expects to see that you have thought about it. A clear, dated, signed policy is the evidence either way. Guidance, not legal advice.

Can I change it to suit how we work?

Yes. Inside Work-Lynx it is a starting point: put your company name in, adjust the arrangements to what you actually do, set the review date and publish it. Staff read and acknowledge it on their phones, and you can see who has not.

Is it up to date?

Last reviewed April 2025. The pack is updated when the law moves, and every policy carries a review date so it does not quietly go stale.

How do I get it?

It is preloaded in Work-Lynx with the other 48 UK policies. Work-Lynx is £2.50 a month plus £1 per employee, 14 days free, no card, and what you see on the pricing page is the bill.

Who is it for?

Any UK employer running rotas, leave and the day-to-day of employing people. These set out the rules once so nobody argues about them twice.

All 49 UK policies, £2.50 a month

This policy and 48 others are already in Work-Lynx, alongside GPS clock-in, rotas, timesheets, leave and Employ AI for UK employment law. £2.50 base plus £1 per employee a month. 14 days free, no card, no sales call.

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