Transcript Recruitment and selection of staff - Refresher

Recruitment and Selection of Staff
Refresher Training
Julie Angus
Asst HR Manager Recruitment
Linda McGowan
HR Manager
(Revised May 2010)
Recruitment Process
Vacant position
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Prepare job description and personnel specification
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Advertise
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Issue application forms/relevant documentation
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Closing date
↓
Test if applicable
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Shortlist
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Interview and record assessment
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Select the best person for the job
Equality of Opportunity
It is the policy of BELB that all eligible persons will have
equal opportunity for employment and advancement
irrespective of
 Perceived religious belief
 Political opinion
 Gender
 Marital status
 Disability
 Race
 Sexual Orientation
 Age
There will be no unlawful discrimination – direct or
indirect-against any person in recruitment, training,
promotion or in any other way
Discrimination and Victimisation
Direct Discrimination
Occurs when an employer treats an individual
less favourably than others on any of the
prohibited grounds
Indirect Discrimination
Can generally be defined as applying a
provision, criterion or practice although
applied equally to all, places a person or a
group at a particular disadvantage which the
employer cannot show to be a proportionate
means of achieving a legitimate aim
 Victimisation
means treating a person less favourably than
another because that person has:
asserted their rights under the antidiscrimination legislation
helped another person to do so
given information to the Equality Commission
for Northern Ireland, or because it is suspected
that the person might do any of these things
Disability-related discrimination
occurs when, for any reason that is related
to a disabled person’s disability, an
employer without justification treats the
disabled person less favourably than others
to whom that reason does not apply
Disability discrimination
also occurs when an employer fails to
comply with a duty to make reasonable
adjustments in respect of a disabled person
Disability Discrimination Act
“Duty of reasonable adjustment”
The duty applies where any
 Physical feature of premises occupied by the employer
 Arrangements made by or on behalf of the employer
Cause a substantial disadvantage to a disabled person
compared with non-disabled people
Examples of Reasonable
Adjustments
 Making adjustments to premises
 Altering the person`s working hours
 Allocating some of the disabled person`s duties to
another person
 Acquiring or modifying equipment
 Modifying instructions or reference manuals
 Providing a reader or interpreter
 Giving the person additional training
Equality Commission
Codes of Practice
Systematic and objective recruitment
 Advertise your requirements clearly
 Make it clear that applications are welcome from all
 Ensure that all potential candidates are given equal
opportunity to compete and demonstrate their abilities.
This applies to both internal and external appointments
 Ensure no irrelevant requirements are included
Equality Commission
Codes of Practice
Systematic and objective recruitment
 Apply requirements fairly at each stage of the process
 Record factors considered relevant in a particular job
at each stage of the process
 Decide on relative importance to be given to each
 Satisfy yourself that these factors are justifiable,
appropriate to the job and clearly objective
TWO CORE DOCUMENTS FROM
WHICH YOU DRAW CRITERIA,
QUESTIONS ETC
Job Description : duties and responsibilities post
Personnel Specification : qualifications and skills
- postholder
Criteria
 Essential criteria - Describe those qualities which
Governors feel the successful candidate must have.
Once published they cannot be set aside, reduced, or
ignored.
 Preferential criteria - Describe those added qualities
which Governors feel would be an advantage for the
candidate to have.
Preparation for Shortlisting Meeting
Receipt of application forms by Principal
Principal prepares schedules –
Unnamed
Named
Shortlisting Meeting
• Panel must be quorate
• Those involved in the interview process must also
partake in the shortlisting process
 Small number of applicants meeting essential criteria will likely mean an
agreement to interview all. Remember it is your responsibility to check
application forms
 Large number of candidates meeting essential criteria will likely mean
creating a shortlist by using preferential criteria or enhanced criteria eg  Preferential criteria become “essential”
 Either essential or preferential criteria may be enhanced in a number of
ways
 New criteria cannot be introduced
Prepare for Interview
 Format
 Issue letters calling applicants for interview – include request
to provide photographic ID at interview
 Issue requests for references – Child Protection
DE Circular 2006/06 and 2006/08
 Preparation of questions
Presentation/In tray exercise
Agree Scoring
Scoring
Experience and Qualifications
 Agree additional marks for experience above essential
criterion (objectively justify)
 Agree the maximum to be awarded
 Agree additional marks for qualifications above the
essential criterion
 Agree what is to be awarded for each
eg Certificate/Diploma/Degree/Masters/Doctorate
 Agree the maximum to be awarded
Scoring
The questions are based on factors contained in the
personnel specification/job description
 All questions may be given equal marks
 You may weight the marks according to their
importance for that post
 You could use a 1-5 scheme representing answers
ranging from “ unsatisfactory” to “excellent”
 You could also agree to mark out of 10 or 20
 Importance of key point answers provided
Ask yourselves –
 Have we agreed and do we understand the system we
are to use?
 Can we stand over the system if it is compared to the
personnel specification/job description?
Using a Presentation
This may be on a topic already notified to
candidate
It may be on an “unseen” topic
It may be an in-tray exercise
It should be treated in the same way as a factor
when scoring
The Interview
Chairpersons Role
Welcome / Introduce Panel / Outline Structure / Timing
Note Taking / Control Process / At End Opportunity for
Questions / Notification of Outcome
Governor trained in child Protection
•
Suitability to work with children
•
Points of concern e.g. gaps in employment history
•
Check photographic ID
Interpersonal/Communication skills
What to look for?
Structured answers
Focused on correct areas
Clear communication
Good eye contact
No repetition
What are you trying to learn about
each candidate from the interview?
Experience
Knowledge
Attitudes, aims, ambitions
Questions
Relate to the criteria for the post
Be clear and unambiguous
Be pitched at the right level
In plain language
Not contain a number of parts
Non-discriminatory
NB candidates must be asked the same core
questions, but probing will depend on their
answers
Do
Use open questions
Use probing or supplementary questions
Use situational questions
Give the candidate time to answer
Listen carefully
Let the candidate do most of the talking
Be objective
Don`t
Use closed questions (only for clarification)
Use leading questions
Jump to conclusions
Be subjective
Discussion
 The Chairperson should initiate an open and thorough
discussion on each candidate
 As a result of discussion panel members may feel it
necessary to amend their scores. Remember to note the
reasons why on your mark sheet.
 Your final score is then used to arrive at your rank
order
Remember
Keep scores and detailed notes
Notes and scores should be kept for 3 years
Be objective at all times
Assess on facts and evidence using the agreed
system
Finalise the Appointment
Documentation completed
Passed to appropriate body for processing
Checking / Contract / Health Declaration /
Medical / CRC Vetting / Proof of
Qualifications
Best Defence
 To have followed a clearly defined procedure based on
taking decisions against clearly stated criteria which
are not in themselves discriminatory
 To have retained notes and recorded reasons for
decisions taken
 To have complied with all relevant legislation
Contact Details
Linda McGowan – 02890 564010
[email protected]
Julie Angus – 02890 564133
[email protected]
 CCMS
Holywood office – 02890 426972
Belfast office – 02890 327875
WEBSITES
www.belb.co.uk
www.deni.gov.uk
www.equalityni.org