Recruitment

Recruitment

For the period April 2019 to March 2020, the Council advertised 324 vacancies during the period 1 April 2019 and 31 march 2020. Of those advertises, some were posts that have been advertised as much as three times before a successful appointment was possible. The Council made successful appointments to 119 vacant posts within the structure.

To reach this appointment figure of 119 appointments, 970 people applied for posts across the Council in this year and the Council’s managers shortlisted 403 of these applicants.

So applying these statistics to each post filled, for every post on average 8 people applied, of which an average of just under 3 were shortlisted and interviewed per vacancy. The equality profile of the people who applied, were shortlisted and ultimately appointed to the posts are detailed below:

Ethnicity

This demonstrates that the ethnicity representation at all stages of recruitment is proportionate and consistent. It does not illustrates any obvious discrimination or particular bias at any of the recruitment stages. The proportion of White applicants is also representative of the population in the West Lancashire area. The population of West Lancashire has less than a half a percent of Non-White British residents, based on the 2011 census. This situation will be monitored.

 Religion and belief

The representation at all levels does show a consistent ratio throughout the interview process, again, not indicating any discrimination or disadvantage to any particular group from these results. The Council will continue to monitor these figures to maintain the same consistency in future years.

Gender

Whilst over 42% of applications are from females, 41% of females are part of the successful appointments. This female ratio from application to appointment does not show any significant bias against females at interview. But it is an area that the Council will monitor.

Gender Change from that at Birth

This is the second year we have collected this data.  We will monitor this and the ratio of applicants to successful appointments in coming years to assist in identifying any barriers to appointments being made from a diverse range of candidates.

Age

It is encouraging to see applicants in all age groups applying, and being successful in achieving positions with the Council. The success of younger candidates in the process is not as proportionate, with older, possibly more experienced candidates proving to be more successful than the ratios at application and shortlisted would have indicated.

Disability

The proportion of disabled applicants reaching shortlisting is broadly proportionate to those who applied. However, those successful at interview does not maintain this proportional success.  This is something we will monitor going forward.

There is also a low number of applicants who chose not to declare whether or not they had a disability. This is encouraging to demonstrate that there is a sense of trust within the community regarding our recruitment processes in relation to candidates with disabilities. The Council will continue to monitor this trend.

Sexual Orientation

The trend for a low proportion of applicants who chose not to declare their sexual orientation, has been maintained this year which is encouraging. We will continue to monitor this and the ratio of applicants to successful appointments in coming years to assist in identifying any barriers to appointments being made from a diverse range of candidates.

Marital Status

This is the second year we have collected this data.  We will monitor this and the ratio of applicants to successful appointments in coming years to assist in identifying any barriers to appointments being made from a diverse range of candidates.