Recruitment and Selection of Staff 

Islamic Relief is committed to attracting the best calibre of individuals to work within the organisation.  In order to achieve this, we have developed a robust Recruitment and retention policy which includes procedures and guidelines which fully comply with the Equality Act 2010 and IRW’s core values.  All our policies are easily accessible to managers and staff throughout the organisation. Our HR Team provide regular management training and one-to-one coaching as required to ensure managers are continually updated in changes within recruitment practices. IR has recently invested in a new HR Business Suite which will automate and streamline recruitment practices across the organisation.

How we recruit the right candidates 

When advertising vacancies we utilise a variety of recruitment sources such as our internal extranet communications, our recruitment website as well as specialist recruitment agencies.  We also make extensive use of our internal and international networks that provide us with details of potential applicants. Within our HR Department we have a dedicated Talent Management function to work closely with recruiting managers to identify their recruitment needs and actively head-hunt best fit candidates through a variety of sources including social media.

The Selection Process

 Prospective candidates can apply for positions by completing and submitting an application form. In the very near future candidates will be able to set up an account and manage their application online.  Candidates are shortlisted using a matrix formulate from the job description and person specification. Once shortlisted, candidates are invited to interview, which is usually conducted with a panel of three, which includes HR due process is followed throughout the recruiting cycle.  Candidates are scored against criteria, which would include skills and knowledge, competencies and also organisational values. Some selections processes could be subject to assessment centres, presentations and tests. Normally a conditional offer of employment is made to the highest scoring candidates, subject to successful checks and satisfactory references. All candidates are screened for due diligence purposes.

Unsuccessful candidates are informed of the outcome of their interview as soon as practicable.