Recruitment Policy Statement

1. About this policy

1.1 The aim of recruitment is to attract potential employees who have the relevant skills, qualifications and experience to make a positive contribution towards the work of the Company.

2. Making a choice

2.1 Recruitment & selection involves the element of choice. This applies equally to both the Company and applicants. Whilst the Company is seeking to attract applicants of the right calibre and aptitude, applicants are considering whether the Company and the post for which they are applying will meet their own personal ambitions.

2.2 The aim is to provide applicants with comprehensive information about the post, the qualifications and experience required, and terms of employment so that they can make an informed choice about whether SB Laboratories Ltd is the place they want to work. At interview applicants will, where appropriate, be given the opportunity to meet their potential working colleagues.

3. Equality & Diversity

3.1 The Company is committed to equal opportunities and the recruitment and selection process is an important part of the Company’s efforts to achieve this. The process aims to ensure that the person who best meets the person specification is appointed without discrimination on the grounds of race, sexual orientation, colour, nationality, ethnic or national origin, disability, gender, age, marital status or religion.

4. Safeguarding

4.1 SB Laboratories Ltd undertakes work on construction sites which on occasion includes work in schools, colleges and hospitals. SB Laboratories Ltd is committed to the safeguarding of children and vulnerable adults, as part of this commitment applicants are required to undertake appropriate DBS checks as well as providing proof of their right to work in the UK.

5. Responsibility

5.1 The recruitment process is undertaken by the departmental line managers who produce the job description / specification (once signed off approved by the Board).

5.2 The job description / specification will be given to all candidates prior to interview to enable them to prepare adequately for the interview which will improve the success of the interviewing process.

6. Advertising of Vacancies

6.1 All vacancies will be advertised within the Company to all members of staff prior to external methods of recruitment being used.  Wherever possible internal candidates will be considered in preference to external candidates and reasonable training and coaching will be provided to enable employees to achieve career advancement.  Where it has not been possible to recruit within the Company, then external methods of recruitment will be considered.  These may include approaching agencies or advertising in the suitable press.

7. Recruitment generation process

7.1 Line Managers make a request to senior management team for their need to recruit.

(a) Senior management team signs off the request
(b) Internal memo circulated for potential applicants and held on internal notice boards
(c) If further action is required use external agencies as required to cover the recruitment need
(d) Review submitted CVs – a decision made on who to select for interview
(e) Interview if needed with a member of the senior management team.

8. Conclusion

Through our Staff Recruitment Policy, we uphold our commitment to attracting, selecting, and retaining top talent who contribute to the success and growth of SB Laboratories Ltd. By adhering to fair and transparent recruitment practices, we build a diverse and inclusive workforce that drives innovation, creativity, and excellence.

Paul Bentham
Managing Director
Issue date: 1st January 2025