Recruitment Policy

1. Introduction

Effective recruitment and selection is central and crucial to the successful functioning of Pre Metro Operations Limited [PMOL]. It depends on finding people with the necessary skills, expertise and qualifications to deliver the Company’s strategic objectives and the ability to make a positive contribution to the values and aims of PMOL.

To download our application form, CLICK HERE for Word document: PMOL2-Application-Form OR CLICK HERE for PDF document: PMOL2-Application-Form

2. Advertisements

Vacancies will generally be advertised in an appropriate newspaper, journal or on-line and will not be confined to those media which, because of their particular source of applicants, provide only or mainly applicants of a particular group. Advertisements will also be notified to the appropriate local job centre where this is appropriate.

PMOL may on occasions, decide to restrict advertisement to internal candidates only. Vacancies which are restricted to internal candidates only will be clearly indicated on the advertisement. All internal candidates will be selected for interview on the same criteria as external candidates. All vacancies will also be posted on the internal notice boards. PMOL is keen to facilitate internal promotions wherever possible as development opportunities for its staff. Employees on maternity or paternity leave will receive all advertisements for posts advertised in the Company during their period of maternity/paternity leave.

3. Application Form

Candidates for all posts will, except on some occasions when a vacancy is restricted to internal recruitment, be asked to complete a standard application form, in order that they can be judged on the basis of comparable information.

In applying for posts, all candidates will be provided with a job description, details of the appropriate conditions of service and details about the Company. An indication of the date (or week) when interviews will be held will also be given. The job description will include a list of the main duties and responsibilities of the post, together with an outline of the qualifications and experience which candidates are expected to possess.

In drawing up the job description and conditions of service the Company will ensure that no job applicant receives less favourable treatment than another on the grounds of disability, gender, race, religion or belief, age, sexual orientation, marital status, parental status, caring responsibilities or hours of work, and that no applicant is placed at a disadvantage unjustifiably by requirements or conditions which have a disproportionately adverse effect on a particular group.

Applicants will be asked to specify whether they have any disabilities, as defined in the Disability Discrimination Act 1995, and whether there are any reasonable adjustments needed for them to attend an interview. All applicants with a disability who meet the essential criteria for a job will be interviewed and considered on their merits.

Applicants will be required to supply the names and addresses of two people from whom references can be obtained, one of which should normally be the applicant’s current or most recent employer. Only references for short listed candidates for interview will be obtained. References will normally be sought prior to interview, unless the candidate indicates otherwise. References should normally be made in writing or email, but those received by telephone will be accepted, provided that a note of the conversation is recorded and placed on file.

All candidates will be asked to declare whether they have ever been convicted of any criminal offence which cannot be regarded as ‘spent’ in terms of the Rehabilitation of Offenders Act 1974. Successful candidates will be required to provide the necessary documentation in order to complete a standard criminal records disclosure where this is appropriate for the position being applied for.

All completed application forms are private and confidential and will only be made available to those directly involved in the recruitment and selection process.

4. Selection Methods

A shortlist of candidates will be drawn up for interview, based entirely on merit and suitability for the post but taking account of the Company’s responsibilities in relation to the Disability Discrimination and Equalities Acts. Other than in exceptional circumstances, reasonable notice will be given to ensure that candidates have sufficient time in order to prepare for and make the necessary arrangements to attend the interview.

A set of questions will be agreed by the interview panel in advance and will be developed from the current job description for the post. Candidates will give examples of their previous relevant experience. All candidates will be asked the same questions in the same order. Candidates will also be given the opportunity to ask questions about the Company, to ensure that they have a full understanding of the post for which they are applying and the way the Company operates. All appointments will be made strictly on merit and related to the requirements of the job.

Candidates for Safety Critical posts will be made aware of the necessary requirements of such posts. These are set out in the relevant Company Operational Standards which form part of the Company’s Safety Management System [SMS], and may include medical checks and a psychometric assessment. Medical checks are mandatory for certain posts which fulfil the Company’s requirements on the Rail Network.

All interviewed candidates will be notified of the outcome of the selection process as soon as possible, either by telephone or letter.

5. Relevant Checks

All offers of employment will be made conditional upon satisfactory results from the following:

• A satisfactory reference;
• Confirmation of the right to work in this country;
• Medical checks (where mandated);
• Psychometric testing (where appropriate);
• Criminal Records Disclosure (where appropriate).

6. Probationary Period

All appointments into the Company will be made subject to a probationary period of six calendar months during which time the appointee must successfully pass any relevant training requirements. After three months a review meeting will take place. At the end of the probationary period, employees will be notified in writing that they have successfully completed their probationary period. The probationary period can be extended by a further three months should the individual’s manager consider this appropriate.

7. Recruitment Monitoring

The Company seeks to recruit employees on the basis of their ability and the requirements of the post. The Company wants to ensure that no applicant receives less favourable treatment than another on the grounds of disability, gender, race, religion or belief, age, sexual orientation, marital status, parental status, caring responsibilities or hours of work. This process will be monitored on an on-going basis by the HR Manager.

8. Exit Interviews

All employees who leave the employment of PMOL voluntarily will have an exit interview before the last day of employment undertaken by the HR Manager. Exit interviews provide the opportunity for departing employees to discuss their reasons for leaving. The information provided is useful in identifying trends, learning and development and evaluating the effectiveness of HR policies and practices. The exit interview questionnaire will be retained on the employee’s personal file.

Issued October 2011: Revised December 2015.

To download our application form, CLICK HERE for Word document: PMOL2-Application-Form OR CLICK HERE for PDF document: PMOL2-Application-Form

We welcome completed application forms to join our waiting list at any time. Please email your application form to or send to:

Pre Metro Operations Ltd, Regent House, 56 Hagley Road, Stourbridge, West Midlands, DY8 1QD