1. Recruitment and Selection
Effectively conducting the recruitment and
selection process
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

2. Aims and Objectives Considering the need to recruit
Good recruitment administration
Analysing applications
Asking the right questions
Making a decision
Legal considerations
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

3. The Recruitment Process
Identify vacancy & evaluate need
Develop job description & personal spec
Decide on recruitment methods
Draft & advertise vacancy
Review applicants & develop shortlist
Prepare interview questions & rating form
Arrange & conduct interviews
Select successful applicant & offer position
Review recruitment process
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

4. Reasons to Recruit
An employer may find a need to recruit for any of the following reasons:
Business expansion due to increased sales / developing new products /
entering new markets
Existing employees leaving
Business needs employees with new skills
Business is relocating (and existing employees may not wish to move)
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

5. Identifying a Vacancy
A vacancy arising within an organisation is an excellent opportunity to analyse the role
and requirements of the organisation and consider adapting the role:
Whether the role should be expanded to cover new responsibilities
Whether certain skills should be essential requirements for the new recruit
Whether anything can be done to make the role more attractive
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

6. Job Description
A job description gives applicants a realistic idea of what to expect from the role and
should include the following:
The main purpose of the role
The main tasks of the role
The responsibilities and scope of the role
Any special requirements
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

7. Person Specification
A person specification sets out the skills and aptitudes considered essential or desirable
for the new recruit. It allows the candidate to assess their own suitability to the role and
helps to protect the Employer from discrimination claims in the selection process.
The Employer should take the time consider what are the ‘essential’ and ‘desirable’ criteria
of the role in advance. These should be reasonable and relevant to the role.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

8. Activity Time!
Write a job description and person specification for a position with your department
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

9. The Job Advert
Details of the business including name, location and business activities
Outline details of the job
Conditions / special factors affecting the job
Experience / qualifications required
Rewards (financial and non-financial)
Application process including how to apply and the deadline
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

10. Accurate Short Honest Positive Relevant A Good Job Advert
Describes the job and its requirements accurately
Accurate
Not too long-winded; covers just the important ground
Short
Does not make claims about the job or the business that will later prove false to applicants
Honest
Gives the potential applicant a positive feel about joining the business
Positive
Provides details that prospective applicants need to know at the application stage
Relevant
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

11. Methods of Recruitment
Internal v External
Word of mouth
Prospective applications
Consider the appropriate forum
Temp to perm via agency
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

12. Internal Recruitment Cheaper and quicker to recruit
People already familiar with business and how it operates
Provides opportunities for promotion with in the business
Business already knows strengths and weaknesses of candidates
Limits number of potential applicants
No new ideas can be introduced from outside
May cause resentment among candidates not appointed
Creates another vacancy which needs to be filled
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

13. External Recruitment Outside people bring in new ideas
Larger pool of workers from which to find best candidate
People have a wider range of experience
Longer process
More expensive process due to advertisements and interviews required
Selection process may not be effective enough to reveal best candidate
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

14. Equality Act 2010
The Equality Act 2010 protects individuals from discrimination relating to the following
protected characteristics:
age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race
religion or belief
sex
sexual orientation
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

15. Equality Act 2010
A candidate can bring claims under the EA 2010 from the time of first contact with the
Recruiting Employer.
As such, it is best to avoid any reference to this in the job advert and any questions
related to these protected characteristics in a job interview. For example, the person
specification cannot require an employee to be physically fit due to disability discrimination.
An Employer can only defend a direct discrimination claim if it could show that it acted
appropriately to achieve a legitimate aim.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

16. The Application Process
Candidates should apply in writing as per the instruction on the job advert and
should include the following:
Personal details, e.g. name and contact details
Education history and qualifications
Previous employment history
Suitability and reasons for applying
Names of referees
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

17. GDPR and Recruitment
Since the candidates are providing personal details as per the previous slide,
we have a duty under the GDPR to keep this data safe and secure and ensuring
the right people have access to it. As such, it is necessary for applicants to
follow the correct application procedure and written applications should be
handed directly to HR, as should any prospective applications.
As an employer, we will be required to inform the owner of the data about
what we will do with their data and how long we will retain it for, therefore it
is vitally important to ensure compliance with this legislation.
Introduction on 25th May 2018.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

18. The Selection Process
Once the closing date has passed, the first part of the selection process would be to
consider the applicants that you would like to progress to the interview stage. This
should be done objectively and you should refer to the person specification agreed
earlier in the process. The candidate evaluation form may be used to ascertain the
suitable candidates to be invited in for interview.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

19. The Interview Stage
It is vital that a Recruiting Employer prepares thoroughly for an interview and
they should consider:
Who to conduct the interviews – the panel should be consistent for all interviews
What questions to ask – again the questions should be consistent for all applicants
What background information to give the applicants – once again should be
consistent for all
Note-taking – a record should be kept of all answers given to refer to after all
interviews, consideration should be given to who takes these notes
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

20. Interview Questions
The interview stage gives the Recruiting Employer an opportunity to ascertain
an individuals suitability for the post against the person specification agreed. As
such, the interview questions should relate to the person specifications, examples
of this are as follows:
“Have the ability to work under pressure” – “Give an example of a time you had
to work under pressure and detail how you handled this situation.”
“Work as part of a team” – “In your experience, what makes a successful team.”
The candidates will all be provided with an Interview Guide ahead of their interview
so that they know what to expect when they arrive.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

21. Interview Questions To Avoid
As mentioned, the interview stage is to ascertain an individual’s suitability for
the role therefore questions asked should only relate to this. As such, you
should avoid asking any personal questions such as:
Questions about children or marital status
Questions about age
Questions about nationality
Basically any questions which relate the 9 protected characteristics in the
Equality Act. These are not relevant to the role and could be grounds for a
discrimination claim.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders." 21

22. Further Interview Advice
It is important to note that the interview stage is a two-way sales pitch, not only
does it give the candidate the opportunity to market themselves as the best
candidate for the role but it also gives us the opportunity to market ourselves as
an Employer of choice. As such, we need to ensure we sell the Whitemeadow
brand and represent the Company in a professional and friendly manner.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

23. Activity Time! Videos of the good and the bad
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

24. Activity Time! Your turn: role play time
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

25. Making The Decision
Following each interview, an Interview Rating Form should be completed by
the individual / panel who conducted the interview. This should be completed
objectively based on the candidates suitability for the role based on the person
specification.
The decision on the best candidate should then be made based on the score
on the Interview Rating Form.
All interview questions and rating forms should be retained and returned to
HR for filing / scanning so that they can be referred later in the event of any
potential discrimination claim.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

26. The Model Employee
As per the Employee of the Month scheme, Whitemeadow are looking for
employees who fit the following criteria which should be taken into consideration
during the selection process:
Demonstrates initiative
Demonstrates a high quality of work
Demonstrates the ability to work as a team member
Contributes to a positive attitude in the workplace
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

27. Offering The Job
Before a job offer is made, the Terms and Conditions of the offer must be agreed
to give the candidate the opportunity to consider the terms of the role before
accepting. It is best to put yourself in their position, would you accept a job offer
without knowing the salary or hours of work?
Once agreed, it is best practice to make a verbal offer first then this must be
followed up by a written offer of Employment. Once a verbal offer is made, the
contract will be formed therefore it should be accurate and professional.
The written offer will include 2 x offer letters, 2 x contract of Employment and
1 x Employee Handbook. They will be required to return 1 x signed offer letter to
confirm acceptance and 1 x signed contract.
Once the offer has been accepted, the unsuccessful candidates should be
informed of the decision. There will be no need to give your reasons however you
should be prepared to provide feedback should they make this request.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

28. Next Steps
The job offer will be subject to satisfactory references therefore the successful candidate should provide details of two references that we can contact.
Once the successful candidate has accepted the job offer, the other candidates should be contacted with the outcome. It is best practice to be prepared to give feedback should they request it for future reference which should be given objectively.
Ahead of their start date, the employer should prepare a good induction program which makes the employee feel welcome and provides the new employee with the training and support needed to carry out their role.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

29. Job References
It is important to collect references for all applicants to ensure the
information they have given during the recruitment process is accurate.
“You cannot give a bad reference” – this is a myth. The purpose of the
reference is to collate accurate information regarding the candidates
previous employment, therefore it is better to know the truth if this is
not positive. New employers can also sue if a dishonest reference is given.
References cannot be obtained without the candidates permission.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

30. Induction Reminder
It is important to remember that the induction sets the precedent for
employment and it is vitally important this is carried out correctly as per
Induction Training given last year.
The final step of Recruitment and Selection is the probationary review
to ensure that the offer has been successful and the employee is performing
all aspects of the role set out in the job description effectively.
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

31. Job Description / Person Specification
The Key is the Job Description…
Job Description / Person Specification
Job Advert
Candidate Selection
Interview Questions
Job Offer
Probationary Review
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."

32. Aims and Objectives Revisited
Considering the need to recruit
Good recruitment administration
Analysing applications
Asking the right questions
Making a decision
Legal considerations
Our Vision: "Achieve a high level of Value and Quality for our Customer whilst maintaining a healthy and thriving business for our staff and wider stakeholders."