Presentation on theme: "Recruitment and Selection Why do we need to get it right ?"— Presentation transcript:
Recruitment and Selection Why do we need to get it right ?
Costs involved in the recruitment of an ALC member of staff Advertising Short-listing Holding interviews Candidate expenses Training Temporary Cover
Other reasons to get it right... Training - time and effort Additional burden of staff during training, gap savings, replacement Stress on incumbent if it goes wrong Performance Issues Disciplinary/litigation Starting again !
Employment Legislation cont. Age Discrimination Regulations 2006 Disability Equality wef 4.12.06 Equality Act (Gender Duty) April 2007
Policies and Procedures Data Protection Diversity and Equal Opportunities Policy Race Equality Scheme Disability Equality Scheme Policy on Employment of near relatives Policy on University Students as Employees Disclosure Scotland
How to prepare for recruitment Get post authorised Draft advert Draft Further Particulars/Job Description (Have role evaluated) Draft Personal Specification Set up an interview panel Arrange date for interviews
Writing an advert Job title, full/part-time, permanent or ftc Salary Main duties of post Experience/qualifications required Benefits Closing date How to apply
Further Particulars Detailed description of post Complete list of duties involved Essential and desirable requirements Any special requirements eg driver’s license, ability to speak a foreign language Personal qualities Whether subject to vetting procedures
What candidates need to know Date Time Location Contact number Tests Any special needs Health Questionnaire Disclosure Form
Setting up an interview panel Arrange who is going to be involved in the interview process Chair of panel Appropriate room Set adequate time for each candidate Discuss whether candidates will be asked to undertake test/presentation
Rules on Short-listing Convene meeting Those involved in interview should also be involved in short-listing - written comments Panel should be both genders Keep accurate notes - you may be asked to give feedback to unsuccessful applicants
The Interview Panel should convene early Decide who is going to ask what questions and in what order Remember to introduce yourselves Ask “open” questions Ask about gaps in CV Keep accurate notes - you may be asked to give feedback to unsuccessful applicants
The Interview cont Remember to allow time for candidates to ask questions - two way process Inform candidate how and when they will hear the outcome of their interview
After the Interview Reach a majority decision on best candidate Complete and sign Staff Appointment Form and deliver to HR Services with additional papers Keep set of papers and notes in secure cabinet for period of 9 months after which time they should be confidentially shredded
Why do we need to get it right ? Costs - to the Department and University Time taken to recruit and train Effect on the staff Get the best person for the job