1. Higher Administration Administrative Services Outcome 3 Recruiting, Developing and Supporting Staff

2. Human Resources The Human Resources department is responsible for: Recruitment and selection Recruitment and selection Staff development/training Staff development/training Staff support/welfare Staff support/welfare

3. Recruitment and Selection Recruitment – the process of attracting people to apply for a job. Recruitment – the process of attracting people to apply for a job. Selection – the process of sorting and selecting a suitable employee from the applicants. Selection – the process of sorting and selecting a suitable employee from the applicants.

4. The recruitment process Job Description Job title Job title Location/department Location/department Who the job holder is responsible to Who the job holder is responsible to Who the job holder is responsible for Who the job holder is responsible for The main purpose of the job The main purpose of the job Specific duties and responsibilities Specific duties and responsibilities Salary, etc Salary, etc

5. The recruitment process cont… Person Specification Outlines the knowledge, skills and personal attributes needed to do the job. Outlines the knowledge, skills and personal attributes needed to do the job.

6. The recruitment process cont… Advertising the Vacancy Internal advertising Internal advertising External advertising External advertising Direct recruitment (head-hunting) Direct recruitment (head-hunting) Recruitment agencies Recruitment agencies

7. The recruitment process cont… To attract the right kind of applicant and in sufficient numbers will depend on: whether accurate/essential information has been included in the information issued; whether accurate/essential information has been included in the information issued; whether the right groups of people have been targeted. whether the right groups of people have been targeted.

8. The selection process

9. Selection Methods – Application Forms and/or letters Advantages Easy to use and match against job criteria Easy to use and match against job criteria Designed to ensure all relevant info is asked for Designed to ensure all relevant info is asked for Selectors see candidates powers of written expression Selectors see candidates powers of written expression

10. Selection Methods – Application Forms and/or letters Disadvantages Doesnt give a real feel for the person Doesnt give a real feel for the person Not always accurate – candidate can lie or leave things out Not always accurate – candidate can lie or leave things out Could be completed by someone else Could be completed by someone else

11. Selection Methods – Curriculum Vitae (CV) Advantages Provides a good overview of applicant Provides a good overview of applicant Selectors can assess candidates writing skills Selectors can assess candidates writing skillsDisadvantages Not always accurate – candidate can lie, exaggerate, leave things out Not always accurate – candidate can lie, exaggerate, leave things out May have been completed by someone else May have been completed by someone else

12. Selection Methods – Tests Tests must be: Appropriate Appropriate Valid Valid Reliable Reliable

13. Selection Methods – Tests cont… Tests can include: Practical Tests Practical Tests Medical Tests Medical Tests General Ability/Aptitude Tests General Ability/Aptitude Tests Personality Tests Personality Tests Psychometric Tests Psychometric Tests

14. Selection Methods – Tests cont… Advantages Checks validity of candidates skills. Checks validity of candidates skills. Comparison of levels of skills between candidates. Comparison of levels of skills between candidates. If used together can give an all-round picture of candidate. If used together can give an all-round picture of candidate.

15. Selection Methods – Tests cont… Disadvantages Performance may be uncharacteristic – eg affected by nerves. Performance may be uncharacteristic – eg affected by nerves. Can discriminate if not well designed Can discriminate if not well designed Personality tests can be unreliable. Personality tests can be unreliable.

16. Selection Methods – Interviews The most common form of selection. The most common form of selection.

17. Selection Methods – Interviews cont… Advantages: Opportunity to meet candidates face to face. Opportunity to meet candidates face to face. Opportunity to probe and question further any points of interest on the application form. Opportunity to probe and question further any points of interest on the application form. Opportunity to ask what if scenarios. Opportunity to ask what if scenarios. Opportunity for applicant to ask questions Opportunity for applicant to ask questions

18. Selection Methods – Interviews cont… Disadvantages: Can be subjective Can be subjective Interviewers may be biased Interviewers may be biased Factors outwith the candidates control may impair his/her performance Factors outwith the candidates control may impair his/her performance May not give equal chance to all candidates May not give equal chance to all candidates

19. Valid and Reliable Interviews Well prepared, trained interviewers Well prepared, trained interviewers More than one interviewer More than one interviewer Structure the interview Structure the interview Appropriate questions Appropriate questions Criterion-based interviewing Criterion-based interviewing Use references as back-up Use references as back-up