1 Introduction

Middlesbrough Football Club acknowledges and is committed to being accountable for effective and consistent implementation of safer recruitment procedures.

It is Middlesbrough Football Club’s policy that line managers are responsible for recruitment in conjunction with the Human Resources department. A line manager who wishes to recruit someone must first obtain approval from either, the Chief Operating Officer, Chief Executive 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 line manager wishes to upgrade a position, or create a new position, justification for this must be presented.

2 Vacancies

It is MFC’s policy to endeavour, where appropriate, to advertise vacancies internally via e-mail communication to all staff within the organisation. Existing employees are to be encouraged to apply for vacant positions if they have the appropriate qualifications, experience and skills.

The organisation 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 line 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.

3 Advertising

Where the job is to be advertised, the proposed advertisement must be submitted to the HR department for approval. Line managers should also consider the best medium for advertising their vacancy and whether they wish to use an external organisation. MFC will advertise vacancies across a range of diverse forums and will endeavour to positively encourage applications from under-represented groups.

4 Equal Opportunities

The organisation 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.

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.

In order to avoid any discrimination or potential unconscious bias, personal details of candidates will be removed from application forms before they are given to line managers for shortlisting. Managers will also receive unconscious bias training to assist them in conducting a fair recruitment process.

5 Interviews

Line managers 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.

6 Pre-Employment Checks

The successful applicant may be asked to undergo a pre-employment medical examination with a doctor nominated by the organisation. If so, any offer of employment will be conditional on the result of this medical examination being satisfactory.

It is MFC’s 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 organisation will act in a proportionate manner when deciding whether or not to proceed with the appointment.