All vacancies are advertised, both internally within the company, as well as externally.
As a matter of policy, staff appointed to posts involving care responsibilities should be qualified (or expected to qualify) to carry out such duties. It is, therefore, essential that a standard sentence is included in the further information for posts that involve teaching responsibilities, for example:
‘Successful applicants without an appropriate qualification will be required to undertake and pass a programme of NVQ 2 within the LVTR within their first year of appointment.’
In the further details, consider placing in the text, wording that will advice the applicant that information supplied in response to the advert may be retained for up to 6 months for use in connection with future vacancies. For unsuccessful candidates, this will enable their applications to be considered for other suitable posts that may be vacant at the same time or become vacant within this timeframe.
Where recruitment agencies are used on behalf of LVTR, please check that the agency has advised the individual that their particulars have been passed onto LVTR.
Consideration should be given to the timing of placing adverts to ensure maximum benefit. For example, there are periods in the year when advertising would be less effective, e.g. Bank Holidays, Christmas. Consideration also needs to be given to advert ‘closing’ dates and the publication / distribution dates of professional/specialist journals.
The closing date must allow candidates sufficient time in which to prepare and submit their applications. Ideally closing dates must never be less than one week after the date of advertisement, or more than three weeks. Statutory or concessionary holidays should be taken into account when determining closing dates.