Untitled - Disney Careers

Page 2
Contents
1.0
Scope of this Policy
2.0
Introduction
3.0
Equal Opportunities
4.0
Job Description and Selection Criteria
5.0
Approval to Recruit
6.0
Advertising Internally
7.0
Recruiting Externally
8.0
Shortlisting
9.0
Selection Procedure
10.0 Reference Checks
11.0 Making an Offer
12.0 Advising Unsuccessful Candidates
13.0 Retention of Records
14.0 Family Members
INTERNAL VACANCIES
15.0 Introduction
16.0 Who May Apply for An Internal Vacancy
17.0 Applying for an Internal Vacancy
18.0 Suitability for Interview
19.0 Procedure
20.0 If an Internal Candidate is Not Appointed to the Role
21.0 Further Information on Recruitment
Owner: Recruitment
Updated: December 2010
Page 3
1.0
Scope of this Policy
1.1
This Recruitment Policy (the “Policy”) applies throughout The Walt
Disney Company Limited (UK) and Associated Companies (UK only),
including:
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The Walt Disney Company (all Lines of Business)
The Disney Store
ESPN
Magical Cruise Company
(collectively the “Company”)
1.2
The Policy applies to all employees and workers at the Company,
whether permanent, full time, part time, fixed term, home workers,
agency workers, contractors or consultants.
1.3
The Policy does not form part of the Company’s contracts of
employment. The Company reserves the right to withdraw or modify
this Policy at any time and reserves the sole right of interpretation.
2.0
Introduction
2.1
The Company recognise that a thorough and consistent recruitment
and selection process to employ the best and most appropriate people
is fundamental to the Company’s ongoing success.
2.2
To this end, the Company seeks to ensure that all recruitment results
in the appointment of employees who have the skills and
competencies necessary to allow them to contribute to its strategic
direction and objectives.
2.3
Recruitment and selection are to be conducted in a fair and equitable
manner to ensure legal obligations are met and best practice upheld.
The Company is committed to ensuring that all forms of unlawful
discrimination on the grounds of sex (including sex change status),
marriage, colour, race, nationality, ethnic or national origin, disability,
age, sexual orientation or religion or philosophical belief do not occur
throughout the recruitment and selection procedure or at any time
during employment.
Owner: Recruitment
Updated: December 2010
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2.4
The Human Resources Department should be consulted throughout
the recruitment and selection process.
3.0
Equal Opportunities
3.1 The recruitment and selection process is designed to be fair, equitable, and
should result in a new appointment of the most suitable person for the job.
3.2 To ensure that equal opportunities practices are adhered to through the
recruitment and selection processes the following principles should apply:
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the Company will normally advertise jobs internally as well as
externally;
the Company will normally advertise jobs with agencies or in the
appropriate press and should encourage a diverse range of applicants;
no job advertisement should be placed without the prior approval of
the relevant Human Resources Manager or a member of the Human
Resources recruitment team. The Company will ensure that the
advertisement complies with Equal Opportunities legislation; job
descriptions and associated conditions must relate to the particular
job;
qualifications, experience and competencies required by the applicant
should only make reference to necessary and objective criteria which
are required for satisfactory performance of the role;
all job descriptions once written should be given to the relevant Human
Resources Manager or a member of the Human Resources recruitment
team so that an appropriate salary and title can be benchmarked;
shortlisting for the selection process must be based on fair and
objective criteria as specified in the job description and should focus
solely on the applicant's ability to perform the duties outlined in the
selection criteria;
questions asked at interview should be relevant to the position being
recruited for and the capability of the individual to meet the
requirements of the role. Questions which relate to disability may be
asked if they affect an applicant's ability to perform the role, but advice
should always be sought from a Human Resources Manager or a
member of the Human Resources recruitment team;
selection tests, if used, should not discriminate against any group and
should be consistent throughout the selection process.
Owner: Recruitment
Updated: December 2010
Page 5
4.0
Job Description and Selection Criteria
4.1
Selection of the most suitable candidate is to be based on an ability
to meet the selection criteria as described in the job description.
4.2
Before the process to recruit candidates for a new role can begin,
where appropriate, the Hiring Manager must ensure that the job
description and internal job advertisement are posted on the JOBS
website. The Human Resources Department is available to provide
assistance in doing this.
4.3
If intending to recruit candidates for an existing role, the duties or
accountabilities may have changed since the last job description and
selection criteria were reviewed. The Hiring Manager should review
these existing documents to ensure they accurately reflect the
current direction for the role.
5.0
Approval to Recruit
The Hiring Manager must obtain approval to recruit using the relevant
Line of Business new hire form. This must be done before the
recruitment process can be finalised and an offer made. To facilitate
the recruitment process, approval should be sought as early as
possible. No verbal or written offer of employment may be made
before approval is obtained.
6.0
Advertising Internally
It is the Company’s Policy to advertise vacant roles, where
appropriate, on the JOBS website for a standard period of two
weeks. For further information, refer to the Internal Vacancies Policy
and Procedure.
7.0
Recruiting Externally
7.1
The Human Resources Department will work with the Hiring
Manager to determine the most effective method of recruitment for
the role and to facilitate the resulting course of action.
7.2
If placing an external advertisement the Company must ensure that
applicants are aware who they are applying to and how any
information they supply will be used. In addition, a closing date must
be clearly displayed on each advertisement.
Owner: Recruitment
Updated: December 2010
Page 6
7.3
All branded advertising must be managed through the Company’s
appointed agency for job advertisements. The Human Resources
Department can provide the relevant contact details and information.
7.4
The following statement must accompany every external
advertisement: ‘All data processed will be in accordance with the
provisions of the Data Protection Act 1998’. For further information
on the Company’s obligations under the Data Protection Act 1998,
refer to the Data Protection Policy and Procedure.
7.5
At no time during the process may the information supplied be used
other than for the selection of a specific role.
8.0
Shortlisting
8.1
Candidates will be shortlisted against the requirements established
in the job description and selection criteria.
8.2
No applications will be accepted after the closing date unless those
received do not meet the needs of the role. Shortlisting will only take
place once the closing date has passed.
9.0
Selection Procedure
9.1
Depending on the Hiring Manager’s interviewing experience and
availability, the Human Resources Department may participate in the first
or second round of interviews with the Manager. The Human Resources
Department will guide the Manager to ensure that the Company complies
with legal acts throughout the interview process and that candidates are
treated in a professional, efficient and consistent manner.
9.2
Throughout the interview process best practice will be observed at
all times, any information obtained will be used fairly and lawfully
and only for the purpose of sourcing the best candidate for the open
role. Questions asked must relate only to the skills, qualifications and
experience required for the role.
9.3
If information is volunteered that has no relation to the role this
must not be recorded and must not be taken into consideration
when selecting the best candidate for the role.
Owner: Recruitment
Updated: December 2010
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10.0 Reference Checks
10.1
All offers of employment are subject to receiving two satisfactory
reference checks. The referees must have had previous reporting
responsibility for the candidate in an employment situation.
10.2
For further information on reference checks, refer to the Third Party
Reference Policy.
11.0
Making an Offer
11.1
Once approval has been given to hire, the Hiring Manager or the
Human Resources Department will contact the selected candidate to
make a verbal offer. No offer should be made, either verbally or in
writing, without this approval.
11.2
If accepted, this offer will be followed by a formal letter of offer
prepared by the Human Resources Department, confirming the
employee’s start date, salary and other terms and conditions of
employment.
12.0
Advising Unsuccessful Candidates
12.1
Once an offer of employment has been accepted by the preferred
candidate, the Hiring Manager or the Human Resources Department
will contact all unsuccessful candidates to advise them they have not
been successful.
12.1.1 Candidates who have been interviewed will receive verbal feedback
from the Hiring Manager as to their unsuitability for the role.
12.1.2 Candidates not shortlisted for an interview will receive a letter from
the Human Resources Department advising them that they have not
been successful.
12.2
If the candidate has been recommended by a recruitment consultant,
the Hiring Manager or the Human Resources Department will brief
the consultant as to the candidate’s unsuitability and the consultant
will talk to the candidate.
Owner: Recruitment
Updated: December 2010
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13.0 Retention of Records
13.1
Records relating to candidates’ applications will only be held for the
following periods;
13.1.1 Applicants who are not shortlisted for the role - 4 months following
the closing date of the advertisement.
13.1.2 Applicants who are shortlisted but are not successful - 4 months
following the successful appointment of a candidate.
13.2
All details held as part of the recruitment process must be removed
at the same time.
13.3
All information recorded as part of the selection process will be
removed on receipt of two satisfactory references or completion of
the successful candidate’s probation period. Satisfactory references
will be removed 1 year following the commencement of employment.
All that will be held is the check-list stating that references were
sought at the offer of employment.
13.4
Where a candidate has been unsuccessful but the Hiring Manager
wishes to retain details for future consideration, the candidate must
be informed in writing and afforded the opportunity to object.
14.0 Family Members
The Company will permit a relative of a current employee to be
appointed where the relative is the most suitable candidate for the
role. However, appointing a candidate to a role where he or she is
required to supervise or be supervised by a family member is to be
discouraged.
INTERNAL VACANCIES
15.0 Introduction
15.1
The Walt Disney Company Limited and Associated Companies
(collectively ‘the Company’) are committed to developing their staff
by providing opportunities for employees to advance their careers
within and across the various Business Areas.
Owner: Recruitment
Updated: December 2010
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15.2
Where appropriate, vacancies will be advertised internally before
recruiting externally. However on some occasions it may be necessary
to run internal and external recruitment simultaneously. Our aim is to
advertise all vacancies on the Jobs @ Disney website and recruitment
is managed by the Human Resources Department in conjunction with
the Hiring Manager for the vacant role.
15.3
The Company’s approach to internal recruitment supports movement
between Business Areas with a view to retaining and developing
employees and in recognition of the synergy between our businesses.
16.0 Who May Apply for an Internal Vacancy?
16.1
Any Company employee (permanent or fixed term) who has
successfully completed their probationary period is permitted to apply
for a vacancy advertised on Jobs @ Disney. In addition, temporary
agency staff may apply or, if employees have a friend or contact whom
they think would be suitable, they may submit their CV. For further
information see the Refer A Friend Policy and Procedure (currently only
applicable in the UK and Italy).
16.2
It is recommended that candidates should have been in their current
role for at least 12 months. This may however be waived. In all
instances an employee must have successfully completed their
probationary period to be considered for any internal role.
16.3
For anyone applying for an internal vacancy who is not an employee, e.g.
temporary staff, the Company’s external Recruitment process will apply.
16.4
The Human Resources Department does not hold CVs on file for
speculative applications. Therefore, employees should not send in
CVs of friends or colleagues unless it is for an advertised vacancy.
17.0 Applying for an Internal Vacancy
17.1
The Company encourages internal movement, be it lateral or
promotional, between the different Business Areas. Therefore,
employees should inform their Line Manager of any internal application
they make upon submitting their application.
Owner: Recruitment
Updated: December 2010
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17.2
If an employee does not feel comfortable doing this at the outset,
they may wait until they have been invited to interview. At this stage,
the employee will have more indication about their suitability for the
role and should inform their Line Manager. Under no circumstances
should an employee attend an interview without having first informed
their Line Manager. This is important, as the Line Manager will need
to plan for the employee’s potential departure and should also be
prepared to provide a reference to the Hiring Manager.
17.3
Applications should be submitted direct to the Recruitment contact as
indicated on the internal jobs board, indicating the position applied
for. Applications should not be sent direct to the Hiring Manager.
18.0 Suitability for Interview
All internal candidates will be interviewed, except where:
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The candidate has not successfully completed their probationary
period; or
The candidate does not have the essential qualifications or
experience for the role; or
There is an overwhelming response to the role and it is impractical
to interview all candidates. In this situation, only the most suitable
candidates will be shortlisted.
19.0 Procedure
19.1
The internal candidate submits their application to the Recruitment
contact as indicated on the internal jobs board and informs their Line
Manager of their application
19.2
The Human Resources Department will contact the internal candidate
to arrange an interview or to explain why the candidate’s application
will not be pursued any further.
19.3
If an interview is to be arranged then the internal candidate must
inform their Line Manager, if they have not done so already, before
the Human Resources contact can confirm an interview date and
time.
19.4
Details of a candidate’s application for a role will be kept confidential
and shared only with the Hiring Manager or others directly involved
in the recruitment process.
Owner: Recruitment
Updated: December 2010
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19.5
Following the interview, either the Human Resources Department or
the Hiring Manager will contact the internal candidate to advise them
of the progress of their application.
19.6
If an employee is the preferred candidate for the role, the Hiring
Manager may contact the employee’s current Line Manager for a
verbal reference.
19.7
Upon appointment to a new role, both Managers should agree
between themselves a mutually agreeable start date. If this is not
possible, the employee is expected to give their contractual notice
and must agree this with their current and prospective Line
Managers. The employee may negotiate a shorter notice period only
if acceptable to both Managers.
20.0 If an Internal Candidate is Not Appointed to the Role
20.1
If the candidate is not successful, the candidate will receive written
confirmation of this.
20.2
The Hiring Manager will provide feedback to the employee regarding
their performance in the interview and why they are not suitable for
the role at this stage. If the employee wishes to discuss their
application further, a meeting may be arranged.
27.0 Further Information on Recruitment
For further information on recruitment, refer to the Company’s
Recruitment Policy and Procedure or please contact the Recruitment
Manager.
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If you have any queries about this, or any other Policy, please
contact a member of the Recruitment Team on ext. 2777, or email
HRLondon.
Human Resources Policies can be obtained from the HR SharePoint
using the following link:
HR SharePoint - Policies
Owner: Recruitment
Updated: December 2010