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Recruitment policy

This document sets out the Cambridge Marketing College policy on recruitment and selection.

Reviewed October 2026 and next review date is October 2027

CMC is committed to treating all its applicants equally and to recruit the best person for each vacancy. Recruitment and selection will follow safer recruitment principles and, where applicable, Part Three of Keeping Children Safe in Education (KCSIE) 2026. Recruitment and selection will be carried out fairly and in accordance with the Equality Act 2010 and CMC's Equality Policy. Applicants will not be unlawfully discriminated against and reasonable adjustments will be made where required.

Existing employees will be invited to apply for transfer and promotion opportunities wherever possible. The College understands that ensuring the highest standards in recruitment will provide the best results both for employees and for the development and growth of the company.

The Operations and Finance Director is accountable for ensuring the implementation of this policy, and will review this policy and its associated procedures regularly as part of the continuous improvement strategy. It will also be revised as and when necessary in response to customer, learner or regulatory feedback or any trends that may emerge in feedback received.

Scope

This policy is applicable to the recruitment and selection of all people engaged to provide services for the company irrespective of whether such a contract is for a freelance, fixed term, or is of a permanent duration.

Principles

The following principles will apply whenever recruitment or selection for positions takes place.

  • A Responsible Officer will be responsible for the recruitment process. Anyone involved in recruitment for roles involving learners under 18 will receive appropriate safer recruitment training relevant to their role.
  • All vacancies will be advertised internally initially, unless there are extenuating circumstances which make this impractical or inappropriate. Existing employees are to be encouraged to apply for vacant posts if they have the appropriate qualifications, experience and skills.
  • CMC 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, experience, qualifications and individual merit as measured against the criteria for the job.
  • CMC is committed to applying its equal opportunities policy at all stages of recruitment and selection. Short listing, interviewing and selection will always be carried out without regard to gender, sexual orientation, marital status, colour, race, nationality, ethnic or national origins, religion or belief, age or trade union membership.
  • Any candidate with a disability will not be excluded unless it is clear that the candidate does not meet the minimum criteria outlined in the employee specification. Reasonable adjustments to the recruitment process will be made to ensure that no applicant is disadvantaged because of his/her disability.
  • Interviews will at all times be conducted in a professional manner. Those conducting recruitment interviews will ensure that the questions they ask job applicants are not in any way discriminatory or unnecessarily intrusive. The interview will focus on the needs of the job and skills needed to perform it effectively. For roles involving learners under 18, interviews will also explore the candidate's motivation, safeguarding awareness, suitability to work with children and any relevant gaps or concerns identified during recruitment.
  • A written record of every recruitment interview must be made and passed to the Operations and Finance Director where it will be retained for suitable period of time.
  • All offers are subject to two satisfactory references, medical clearance where appropriate, a check on relevant qualifications and proof of the right to live and work in the UK. CMC will determine the appropriate level of DBS check for each role in accordance with current DBS eligibility guidance. Additional checks, including overseas or teaching prohibition checks, will be undertaken where applicable.

Process

The recruitment process should be followed in accordance with the following steps and the principles detailed above.

  • Before embarking on the process of recruitment, the Operations and Finance Director must ensure that there is an up-to-date job description for the post and a clearly drafted employee specification. The job description will describe the duties, responsibilities and level of seniority associated with the post, whilst the person specification will describe the type of qualification(s), training, knowledge, experience, skills, aptitudes and competencies required for effective performance of the job.
  • Job advertisements should be based on the job and person specifications. Internal vacancies will be communicated. For external positions a variety of advertising mediums or social media will be utilised.
  • An interview panel will be decided prior to interview being arranged. This panel will consist of no fewer than two interviewers.
  • Prior to the interview, candidates will be provided with information about the company, role and responsibilities.
  • To ensure the questions posed are assessing only relevant criteria, a question sheet will be designed by the responsible officer based on the job description and person specification. For candidates who are neurodiverse, some questions can be released prior to the interview.
  • Shortlisted candidates for roles involving learners under 18 will be asked to complete an appropriate self-declaration covering relevant criminal record and safeguarding information before interview.
  • The CEO must approve all offers.
  • The Operations and Finance Director will obtain two satisfactory references. References will normally include the current or most recent relevant employer and will be obtained directly from and verified with the referee. Any discrepancies, safeguarding concerns or unclear information will be resolved before the appointment is confirmed.
  • The Operations and Finance Director will send out a copy any Employment Contracts, and all related new starter procedures that need to be completed.
  • CEO & Operations and Finance Director will organise an appropriate induction schedule.

Feedback

The Operations and Finance Director will deliver feedback and support development plans of all internal applicants and will endeavour to deliver external feedback where possible.