1. Purpose
This policy sets out our approach to fair, transparent, and inclusive recruitment. We are committed to attracting, selecting, and appointing people based on their skills, experience, and potential, while ensuring equality of opportunity for all candidates.
2. Commitment to Equality and Inclusion
We are committed to equality, diversity, and inclusion in all aspects of recruitment. We aim to ensure that no applicant or employee is treated less favourably because of:
- Disability
- Neurodivergence
- Age
- Sex or gender
- Gender reassignment
- Sexual orientation
- Race, ethnicity, or nationality
- Religion or belief
- Pregnancy or maternity
- Marriage or civil partnership
Recruitment decisions will be based solely on merit, suitability for the role, and organisational needs.
3. Reasonable Adjustments and Accessibility
We recognise that candidates may require reasonable adjustments during the recruitment process. We actively encourage disabled and neurodivergent candidates to tell us about any adjustments they may need.
Examples of adjustments may include, but are not limited to:
- Alternative interview formats (e.g. virtual interview instead of in-person)
- Additional time for interview tasks or questions
- Providing interview questions in advance
- Allowing written responses instead of verbal answers
- Adjustments to the interview environment (quiet space, lighting changes, breaks)
- Support person attendance, where appropriate
All requests for adjustments will be considered on an individual basis and agreed in advance wherever possible. Information shared about adjustments will be treated confidentially and used only to support the recruitment process.
4. Recruitment Process
4.1 Application and Shortlisting
- Applications will be reviewed against the essential and desirable criteria for the role.
- Shortlisting will be carried out fairly and consistently.
4.2 Interview Invitation and Confirmation
- Candidates who are shortlisted will be contacted by telephone and email.
- The phone call will be used to inform the candidate that they have been shortlisted and to discuss availability.
- A follow-up email will confirm:
- Interview date and time
- Interview location
- Interview format
- Names or roles of interviewers (where appropriate)
- An invitation for candidates to request any reasonable adjustments
4.3 Interview Arrangements
- Interviews will normally take place in person at the laboratory.
- If reasonable adjustments have been requested and agreed, alternative arrangements may be made, such as:
- A different interview format
- A different location
- Remote or hybrid interview options
Any agreed adjustments will be confirmed in writing prior to the interview.
5. Interview and Selection
- Interviews will be conducted in a fair, respectful, and inclusive manner.
- Interview questions will relate directly to the role and required competencies.
- Notes will be taken to support fair decision-making.
Selection decisions will be based on evidence from the interview and any agreed assessment methods.
6. Confidentiality and Data Protection
All personal information provided during the recruitment process will be handled confidentially and in line with data protection legislation. Information relating to health, disability, or adjustments will only be shared where necessary to support the candidate.
7. Review of Policy
This policy will be reviewed regularly to ensure it remains fair, inclusive, and compliant with relevant legislation and best practice.
We are committed to creating an inclusive recruitment process where everyone has the opportunity to perform at their best.
Policy last issued and owned by Mr. Cutler 21 December 2025. The latest version can always be found at oilanalysislab.com. Any other versions, including paper copies, are to be treated as uncontrolled.
