Recruitment and Selection Policy

Now recruiting quality certificated Enforcement Agents for work in London and the home counties. Please send your CV to

Policy Statement

Confero Collections Ltd recognises its staff as being fundamental to its success. A strategic and professional approach to recruitment processes help enable the company to attract and appoint staff with the necessary skills and attributes to fulfil its strategic aims, and support the company’s values.
Confero Collections Ltd is committed to ensuring that the recruitment and selection of staff is conducted in a manner that is systematic, efficient, and effective and promotes equality of opportunity.

Recruitment should be treated as a key public relations exercise as the way it is managed affects the company’s image, and consequently its ability to attract and appoint high calibre staff.

This policy has been designed to provide a flexible framework which promotes good practice, adopts a proactive approach to equality and diversity issues and supports fully the company’s core business.

Guidelines which form the basis for the implementation of this policy are also provided. They have been designed to maximise flexibility to meet the needs of all areas.

David Rowland
Operations Director


This policy applies to the recruitment and selection of all staff to the company.

All employees involved at any stage of the recruitment and selection of staff should be aware of and adhere to the contents of this policy. In addition, any external consultants, recruitment agencies or external experts who assist in the recruitment process must act in accordance with this policy. The appointing manager is responsible for providing such external parties with this policy prior to their involvement in the recruitment process.


• To ensure that recruitment processes are fit for purpose
• To appoint the best person for each position
• To ensure equality of opportunity for all applicants
• To ensure compliance with the company’s Equal Opportunities Policy and relevant employment legislation
• To promote the company’s values  To meet the company’s operational requirements and strategic aims.


General Principles

All employees involved in the recruitment process, should ensure that they have appropriate interview training. Staff involved in the recruitment process should be aware of their responsibilities under the relevant legislation. The company aims to secure equality of opportunity in all its activities, and in this respect all staff should maintain a positive attitude towards equality of employment.

If a member of staff involved in the recruitment process has a close personal or familial relationship with an applicant they must declare this as soon as they are aware of the individuals’ application. It would normally be necessary for the member of staff to avoid any involvement in the recruitment and selection process.

Documentation relating to applicants will be treated with the utmost confidentiality and in accordance to the Data Protection Act (DPA). Applicants will have the right to feedback and to access any documentation held on them in accordance with the DPA.

Preparation Stage

The recruitment of staff will support the company’s commitment to ensuring a diverse workforce by proactively seeking to attract groups that are under-represented in the company’s profile to maximise its ability to meet diverse business requirements.

Recruitment should form an integral part of the staffing strategy area by incorporating ‘positive action’ initiatives into the recruitment and selection process. ‘Positive Action is lawful under the Race Relations Act (RRA) and Sex Discrimination Act (SDA) and refers to a variety of measures designed to counteract the effects of past discrimination, for example:
• placing advertisements in the minority ethnic press, the women’s press and any other publication which is targeted at groups which are under-represented;
• including statements in advertisements that encourage individuals from under-represented groups to apply for the advertised position.

Obtaining Candidates

As a minimum all positions will normally be advertised internally. This will help maximise equality of opportunity and provide staff with opportunities for career development, thus maintaining the skills and expertise of existing staff.

Positions will be advertised using the most appropriate and cost effective medium to maximise the number of suitably qualified candidates.

Applicants will be treated with respect and provided with sufficient information to make informed decisions regarding their suitability for the role. This will include supplying all applicants with a copy of the personal specification and job description and for applicants for the post of Trainee Enforcement Agent, with a copy of the information pack specifically developed to answer the majority of questions applicants are likely to have regarding this role.

CV’s may be provided or applicants may use Confero Collections Ltd’s standard application form. However, the application form must be completed in respect of any question not fully answered by the CV.
Selection Process

The selection process should be:

• Transparent
• Timely and cost effective
• Equitable
• Free from conflict of interest

All recruitment will be based on agreed job descriptions and personal specifications and these should be regularly reviewed to ensure that they continue to accurately reflect the job and qualities and do not contain any unnecessary requirements that could be indirectly discriminatory.

Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.

Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people.

Any skills tests (e.g. numeracy and literacy) must be directly related to the role and measured against objective criteria, and presentations for one post must be assessed by the same persons.

Candidates must be notified of the details of any skills test when they are invited for interview.

Interview questions must relate to the job requirements as exemplified in the person specification and the candidate’s suitability for the position. The person specification should be used as the basis for determining the interview questions.

Interview panels may ask different questions to explore the different aspects of applicant’s skills and experience and to explore their responses to questions. However, the majority of the interview should be concerned with testing whether the applicant meets the requirements of the personal specification and for this purpose all applicants should be asked broadly the same questions.

The choice of appointee will be determined by the majority view of the interviewers.

The Employment Contract

At the end of the recruitment process all records must be retained for six months in case of requests for feedback or the threat of litigation.

Offers of employment are conditional upon receipt of satisfactory references and any other appropriate checks.

All applicants must provide two personal references one of which should be from their present or immediately previous employer. This requirement may be waived where the applicant has no previous employment record e.g. those leaving full time education or in the case of those re-entering employment after a substantial break. In either case, alternative personal references must be provided and checked.

Applicants for the post of Certificated Enforcement Agent must provide a copy of their certificate and bond and the certificate must be checked with the central register maintained by the Court Service to ensure that it remains current and has not been revoked.

Applicants for all Enforcement Agent positions (Certificated and Trainee) must provide evidence that they do not have a criminal record for any matter involving violence or dishonesty. This must be in the form of a response to a subject access request for the disclosure of any information relating to convictions held on police force computers. Confero Collections Ltd will reimburse the cost of this on production of a receipt.

In respect of convictions relating to matters other than violence or dishonesty the Directors will decide whether or not an offer of employment should be made.

All offers of employment for Enforcement Agent positions are subject to satisfactory County Court Judgment checks. Employment may commence prior to these checks having been undertaken on the understanding that it is immediately terminable in the event of a negative check being received.
No offer of employment may be made unless and until this has been authorised by a Director and the application form and all correspondence connected with a job application must carry a statement to this effect.