Presentation on theme: "Making recruitment and selection simpler – and more effective."— Presentation transcript:
Making recruitment and selection simpler – and more effective
Session outline Navigate & NDC: an introduction Approaching recruitment? Taking the time to get it right Preparing to succeed – materials, approach, tactics Attracting the right people, in the right way Designing the right selection process for your business Post-appointment: candidate care and development
About Navigate Established in 2005 Specialists in leadership recruitment and development in education and children’s services Recruited over 150 Headteachers, Principals and LA Advisors Offices in Leeds and London
About NDC Also established 2005…a good year! Over 200 public, private and charity advertising clients Specialists in cost-effective senior recruitment A few extra strings to the bow… Offices in Mytholmroyd and Macclesfield
What’s happening in your business? Expansion of free places for 2 year olds Changing role of Local Authorities Partnerships Greater competition Greater accountability Safeguarding agenda never more crucial
Recruitment Market Buoyant – but with people with required skills? EYPS: Graduate Leaders Salary levels Competition from other caring sectors Barriers to entering the market: price, geography etc.
Thinking about your opportunity Review your existing documentation closely Context and characteristics of your organisation – what makes you different? Are there any special projects in the pipeline? (e.g. expansion) What are your key achievements? What are the challenges and opportunities? Do you need the ‘same again’, or somebody different?
Define your target market What kind of job is your ideal candidate likely to be doing now? What kind of setting are they likely to be working in? What kind of salary are they likely to be paid…and will your offer attract them? What are their motivations to apply for your post? What are you offering that will appeal to the aspirations of your target group?
Attracting the right candidates Recruiting is about understanding what makes your opportunity distinctive, and finding the people to whom it appeals Think clearly about what the best candidates want or need, and imagine you’re talking ONLY to them Don’t be forced into local press – there may be another way to get your message out there
The recruitment message Content Housekeeping items Brief but effective summary of the setting The sort of person you’re looking for and why Must-haves, nice-to-haves What you can offer the successful candidate – CPD / influence Any religious commitment expected Key dates: start, closing, interview Key contacts: information, visit, application Safeguarding statement
Application pack A key marketing tool: will make waverers apply or walk! Ideally available electronically Contents welcome ethos, aims and current priorities nature of the intake and the organisation of classes staffing structure location, buildings and grounds parent partnerships, community links, information about the local area Ofsted data job description and person specification application form
It’s your turn… In groups, look at the JD and Person spec provided. Think about how you would emphasise key elements in an advert Plan and draft your recruitment materials (hint: doesn’t have to be just an advert..)
Techniques Application Form: Personal details Education and Qualifications Employment History Details/Reasons for any gaps in Education/Employment History Enhanced CRB check/declaration/Safeguarding Statement Equal Opportunities and Recruitment Monitoring Referees – approach prior to interview? Assess application against a grid (based on person spec)
Application Form Indicate how your experience and skills meet the job requirements (please refer to the person specification) What interests you most about working with children? What attracted you to apply to Happytoes Nursery? What would you want to see, hear and experience in a Nursery that would convince you that good practice was taking place?
Techniques Assess application against a grid (based on person spec) Structured interview for strongest applications (built on person spec with opps to explore career history) Observation (staff and children: how do candidates behave?) Tests / scenarios (what are their motivations / responses to pressure?)
Evaluating Applications QualsLeadership experience Knowledge of 0-3 curriculum Communication skills Safeguarding M SmallNNEBDeputy Manager Strong evidence Very long application – often repetitive at times Has attended training, designated staff member D KhanNVQ Level 3 Key worker No people management experience Strong evidence Well written application- responds to the person spec Has attended training and highlights knowledge of new guidance T ForbesEYPSEarly years practitioner and room supervisor Does not refer to this in application Succinct application- would have benefitted from closer fit to PS Does not refer to in application
Interview Know who is leading Presentation? Well devised questions (linked to Person Spec) Follow up questions linked to individual’s application Safeguarding questions Closing questions
Successful final interviews Clarity before the day (What can they expect? What documents need to be brought? What preparation needs completing?) Manage the process on the day (good communication, no surprises, professionalism) Allow some time between tasks Feedback
Summary Recruitment should be a real opportunity, not a chore Good planning and a bit of time will make success more likely Marketing the role: be proud of your achievements Evaluating applications: objectivity and evidence Meeting candidates: make sure they take away a great impression Testing for talent: your documents are the foundation, but you can be creative!