When advertising posts recruiters should take into account their local outreach strategy and Home Secretary's targets for the Recruitment of minority ethnic staff. It is best practice for recruiting managers to review and approve all aspects of the recruitment campaign to ensure it adheres to the Civil Service Commissioners Code and to avoid any bias in the recruitment and filling vacancy process.

It is also important to note that in order to address staff surpluses across the Civil Service the Cabinet Office have introduced a mandatory protocol that requires recruiters to notify Jobcentre Plus of vacancies before they are advertised externally.

A standard advertising template is available and must be used. When advertising major or important campaigns recruiters should use Barkers or TMP Worldwide to advise on advertising strategy and place adverts to attract suitable candidates and promote the Prison Service brand. In order to meet legal requirements and establish corporate identity, all Recruitment adverts must contain:

• The Prison Service logo
• The two ticks disability symbol
• The equal opportunities statement
• A contact point

The Civil Service Commissioners' Code requires that

• all posts, apart from appointments other than through selection on merit on the basis of fair and open competition, must be advertised;
• advertisements must not be restricted to Recruitment sources that would only provide a limited range of candidates and steps must be undertaken to encourage applications from groups which are under-represented. Positive action may be taken to attract women and people from minority ethnic communities if they are under-represented at the location and/or in the grade which is being recruited;
• when advertising equal and reasonable opportunity must be given to all prospective applicants to become aware of vacancies and they must be given a reasonable time within which to apply;
• when advertising recruiters must provide candidates with all they need to know to give them a clear picture of the job, what is required to do it and the selection process. Recruitment adverts or supplementary information sheets must therefore provide details about: -
• Minimum eligibility requirements. This must also include the statements that part-time working/job sharing will be considered (unless the post has been deemed unsuitable) and that there will be a requirement to declare membership of a racist organisation.
• Salary
• Minimum entry qualifications
• The competencies required
• The location of the job(s)
• Any requirement to serve a minimum period of time in post
• Any relocation expenses available
• The type of appointment - permanent, fixed term or casual
• Closing date for receipt of applications
• If the post requires a Protection of Children Act check
• whether the post is covered under a genuine occupational qualification (GOQ)
• A copy of the Recruitment advert must be kept for auditing and monitoring purposes.
• In order to meet Modernising Government requirements all prison officer and executive officer level and above vacancies must be advertised on the Prison Service website. Other vacancies should be advertised where it is practicable and sensible to do so. To include your vacancy on the website the attached Recruitment Advertising Template must be completed for each post to be advertised. The completed template must then be emailed to hmpsintcomms@hmps.gsi.gov.uk together with a copy of all other literature to be published with each specified post. Other generalist recruitment websites may also be used, further advice on the use of such sites can be obtained from Barkers or TMP Worldwide.