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Download A 17/10-approximation algorithm for k -bounded space on-line by Zhang G. PDF

By Zhang G.

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Consider customising application forms where posts justify the collection of more intrusive personal data. • Remove or amend any questions which require the applicant to provide information extraneous to the recruitment decision. g. banking details) but are not relevant to unsuccessful applicants. 3 Only request information about an applicant’s criminal convictions if that information can be justified in terms of the role offered. If this information is justified, make it clear that spent convictions do not have to be declared, unless the job being filled is covered by the Exceptions Order to the Rehabilitation of Offenders Act 1974.

Only use vetting as a means of obtaining specific information, not as a means of general intelligence gathering. Ensure that the extent and nature of information sought is justified. 5. Only seek information from sources where it is likely that relevant information will be revealed. Only approach the applicant’s family or close associates in exceptional cases. 6. Do not place reliance on information collected from possibly unreliable sources. Allow the applicant to make representations regarding information that will affect the decision to finally appoint.

A policy based on riskanalysis principles should be established. Recruitment agencies have some legal obligations to retain records under the Employment Agencies Act 1973. Employers should consider the possibility that some business needs might be satisfied by using anonymised rather than identifiable records. For example, if the organisation wishes to compare the success of various recruitment campaigns, this could be achieved by using anonymised records. 2. This is consistent with the Criminal Records Bureau Code of Conduct.

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