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Meeting the needs of our performing artists and making a difference within the industry.


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"It's the subtle things in life that make BIG things happen!"

Recruitment Policy


Company Name : Sincere


Date Policy is Effective : 17 January 2015


  1. Equal Opportunities

The Company is committed to ensuring and promoting equal opportunities, and all recruitment activities will be in line with the Company’s equal opportunities policy. In order to monitor the success of the Company’s equal opportunities policy, applicants for employment may be asked to complete equal opportunities or diversity monitoring questionnaires. If these questionnaires are used, they will be separated from application forms immediately upon receipt and will not be viewed by shortlisters or interviewers.


  1. The Job Description and Person Specification

Before a role is advertised, the HR officer or line manager responsible for the role will produce the following documents:


  • A ‘Job Description’ which sets out the key duties and responsibilities which are attached to the role.

  • A ‘Person Specification’ which identifies the key characteristics, skills, qualities and experience which are necessary in order for the holder of the role to be successful and to adequately discharge his duties. The Person specification may identify.


Once the job description and person specification have been produced, the HR officer or manager responsible for the role should consider the rate of pay (or range of rates) which will be offered.

Whilst various factors including the condition of the job market and skills shortages may affect the rate of pay, the rate must decide on must not breach equal pay or minimum wage legislation.


  1. Advertising the Role

The Role should be advertised as widely as possible (taking into consideration expense and other practicalities) in a manner which complies with the Company’s Equal Opportunities Policy.


  1. Shortlisting

Once the closing date has been reached, all applications should be collated for shortlisting by a panel which should include the line manager to whom the role will report and an HR officer or other manager.

Applications should first be compared against the job description and person specification and any which fail to meet the minimum criteria should be discarded. The remaining applications should be considered on their merits and interviews should be offered to the strongest candidates.


  1. Conduct of Interviews

Interviews should be conducted by an interview panel including the line manager to whom the successful candidate will report, and an HR officer or other manager. Interviews should never under any circumstances be conducted by a single interviewer.

A scoring system should be adopted and the same standard questions should be asked of all candidates. Interviewers should take care not to ask any question or be drawn into any conversation regarding the candidate’s personal life which may be considered discriminatory.

A record of the candidate’s responses to interview questions should be made. This will be retained for 12 months before being destroyed.


  1. Job offers and rejecting unsuccessful candidates

The role should be offered to the candidate whose skills, experience, qualifications, aptitude and personal qualities are best suited to the role. Employment should not be offered or denied on any other grounds.

As soon as possible after the interview panel has made its decision, all unsuccessful candidates should be notified in writing that they will not be offered a job. The successful candidate should be sent an offer letter outlining the terms on which the offer of employment is made.

If the CVs or details of unsuccessful candidates are to be held on file and compared against future vacancies, then the candidate should be informed of this and should be made aware of the length of time his details will be held.


  1. Job offers and rejecting unsuccessful candidates

Requests for references should be made using a standard form letter. A candidate’s current employer should never be approached for a reference without the candidates express permission.

Qualifications should be checked by asking candidates attending interview to bring the relevant certificates so that they can be copied and held on file.

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