Middlesbrough Football Club acknowledges and is committed to being accountable for the effective and consistent implementation of fair and safer recruitment procedures.
It is Club policy that Department Managers are responsible for recruitment in conjunction with the HR Department. The Club is committed to applying its equal opportunities policy at all stages of recruitment and selection. Shortlisting, interviewing and selection will always be carried out without regard to age, sex, sexual orientation, gender reassignment, disability, marriage/civil partnership, pregnancy and maternity, race, religion/belief.
A Department Manager who wishes to recruit must first obtain approval from either, the Chief Executive Officer or the Chief Financial Officer using an Authority to Recruit (ATR) form. Where recruitment is planned to fill a vacancy created by a leaver, approval will normally be granted automatically. If, however, the Department Manager wishes to upgrade a position, or create a new position, justification for this must be presented.
It is Club policy to endeavour, where appropriate, to advertise vacancies internally via e-mail communication and notice boards to all staff within the Club. Existing employees are to be encouraged to apply for vacant positions if they have the appropriate qualifications, experience and skills.
The Club aims at all times to recruit the person who is most suited to the particular job. Recruitment will be solely on the basis of the applicant's abilities and individual merit as measured against the criteria for the job. Qualifications, experience, skills, personal and professional competencies will be assessed at the level that is relevant to the job.
Before embarking on the process of recruitment, the Department Manager must ensure that there is an up-to-date role profile or job description for the position. The role profile will describe the purpose of the role, the main accountabilities and level of seniority associated with the position. It will also describe the knowledge, type of qualifications, training, experience, skills, aptitudes and for senior positions, the personal and professional competencies required for effective performance of the job. The job description will state the main duties and responsibilities associated with the position and will be appropriate for more junior roles within the business.
Where the job is to be advertised, the proposed advertisement must be submitted to the HR Department for approval. Department Managers should also consider the best medium for advertising their vacancy in order to attract the best candidates. The Club will advertise all external vacancies on the MFC website and across a range of diverse forums and will endeavour to positively encourage applications from under-represented groups. The Club will state its commitment to equal opportunities in all adverts and all adverts will feature the Disability Confident Employer logo. The Club will state on the MFC website and any other adverts that reasonable adjustments can be made to the recruitment and selection process if required by the applicant.
If a decision is made to engage the services of a recruitment agency, the Head of HR will ensure the agency selected is committed to applying equal opportunities throughout their processes. A copy of Club’s equal opportunity policy will be given to the recruitment agency at the start of the process.
We endeavour, through appropriate training, to ensure that employees making recruitment and selection decisions will not discriminate, whether consciously or unconsciously, in making these decisions. Personal details of candidates and any direct reference to a protected characteristic will be removed from application forms before they are given to the Department Manager and/or other employees involved in the selection process for shortlisting to prevent any discrimination.
Any candidate with a disability will not be excluded unless it is clear that the candidate is unable to perform a duty that is intrinsic to the role, having taken into account reasonable adjustments. Reasonable adjustments to the recruitment process will be made to ensure that no applicant is disadvantaged because of his/her disability. MFC is a Disability Confident Employer who is recognised as going the extra mile to give disabled people a fair chance and ensure they have the opportunity to fulfil their potential and realise their aspirations.
Department Managers and/or other employees conducting recruitment interviews will ensure that the questions that they ask job applicants are not in any way discriminatory or unnecessarily intrusive. For permanent positions, there should be at least two people involved in the interview process and it will focus on the needs of the job and skills needed to perform it effectively. A record of every recruitment interview must be made and passed to the HR Department to be retained for a suitable period of time. On no account should any job offer be made during or at the end of an interview.
It is Club practice to seek the successful candidate's consent for obtaining two written references and to ask for documentary proof of qualifications and right to work in the UK. Any offer of employment will be conditional on these being satisfactory.
As part of the club commitment to safeguarding, the successful applicant may be required to undergo a DBS (Disclosure Barring Service) check or an enhanced DBS check. The results of a DBS check will be considered on an individual basis and the Club will act in a proportionate manner when deciding whether or not to proceed with the appointment.
This policy does not form part of the employee’s contract of employment and we may amend it atany time.