5b Carre Street, Sleaford, NG34 7FZ 01529 305056, [email protected]; www.personneladviceandsolutions.co.uk Recruitment & Selection Advertising Decide what you are looking for in a new recruit. This could include: Qualifications (particularly those relevant to the post). Past work experience (Local Government, public sector, private sector, commercial experience). Knowledge of the post/Company. Flexibility. (See Appendix 1) Decide where you want to advertise the vacancy, internally only or both internally and externally. What type of media would attract the recruits you are looking for? Consider what the post entails and where the type of person you are looking for will be looking for a job. Online i.e. advertising sites such as Job Centre Plus, Indeed. Local press. Local notice boards. Social media. Your advertisement must include the following information: Post title. Employers name. Pay and hours. Requirements of the post, be mindful of possible discrimination when describing these. How the applicants should apply – CV or application form. Give details of a contact should potential applicants require further information or an informal discussion. Closing date for applications to be received. Prepare application packs in advance to enable you to respond to applicants quickly and ensure that everyone receives the same information. Your applications packs should contain: (see Appendix 2) Information about the Company and the area it serves. Describe the application process:-
Recruitment & Selection Advertising Decide what you are looking for in a new recruit. This could include:
Qualifications (particularly those relevant to the post).
Past work experience (Local Government, public sector, private sector, commercial experience).
Knowledge of the post/Company.
Flexibility. (See Appendix 1) Decide where you want to advertise the vacancy, internally only or both internally and externally. What type of media would attract the recruits you are looking for? Consider what the post entails and where the type of person you are looking for will be looking for a job.
Online i.e. advertising sites such as Job Centre Plus, Indeed.
Local press.
Local notice boards.
Social media. Your advertisement must include the following information:
Post title.
Employers name.
Pay and hours.
Requirements of the post, be mindful of possible discrimination when describing these.
How the applicants should apply – CV or application form.
Give details of a contact should potential applicants require further information or an informal discussion.
Closing date for applications to be received. Prepare application packs in advance to enable you to respond to applicants quickly and ensure that everyone receives the same information. Your applications packs should contain: (see Appendix 2)
Information about the Company and the area it serves.
o CV or Application Form (include the application form in your pack if you require one to be completed).
o Interview process, whether this is a one to one or a panel. o If the interview includes a skills test. o Inform them if there is a chance to meet other Employees. o How the successful candidates will be informed. o Also, inform applicants if those not shortlisted will be informed or if they
have not been contacted by a set date then they can assume they have been unsuccessful.
Job Description.
Person Specification.
Terms and Conditions of the Post.
Selection of Candidates To select the applicants you wish to interview use the Job Description to create a scoring system to award points for important elements of the post. Decide how many applicants you wish to interview, particularly if you have a high number of applicants Measure the applicants profile against this scoring system. Each person on the interview panel should individually score potential candidates against the scoring system. After this scoring is completed those who score highest are then invited to interview Once you have shortlisted applicants write to each inviting them to attend an interview. Interviewing Prepare and ensure you have an environment, which is conducive to getting the best from all candidates.
Use a confidential room, which will be free from interruptions.
Decide how many people need to be in the interview. This needs to be appropriate to the post. Do you want to conduct one to one interviews, or use a panel of 2 to 3 Managers? The more senior the post, the more people who are involved in the selection interview.
Devise a scoring system for interview to mark each candidate on their responses.
Ensure candidates can find the interview room/reception and do not get lost in a maze of corridors and other offices.
Make the room as comfortable as possible, heating and light, provide/offer a drink if appropriate.
Ensure the room is accessible to candidates with disabilities.
Prepare questions to ask candidates based on the Job Description and their application form.
Think about the seating arrangements for the interviewer(s), e.g. face to face, side by side, if you require a table or desk between you, etc.
What sort of atmosphere are you trying to create? Formal/semi-formal or informal.
Prepare for typical questions candidates may ask you.
Make preparations for a guided tour of the premises, if appropriate. Interview Questions (see Appendix 3) Open the interview by asking the candidate about their knowledge of the Company. They may have done some research prior to interview. Each member of the interview panel should have particular questions which they are required to ask. Subjects which can be addressed in the interview:-
The candidate’s education and qualifications.
Previous work experience. How they could transfer this experience to your Company.
Skills. How their skills could benefit your organisation.
Personal qualities, e.g. flexibility/community interest.
If appropriate for the post ask how they would deal with a scenario which may occur.
Selecting and Appointing Successful Candidate
Once interviews have been completed, the Interview Panel should combine their scoring sheets for each candidate. The candidate with the highest overall combined score should then be appointed to the post. If you do not wish to appoint the person with the highest score, you must have a robust reason for not appointing them. This should be discussed and minuted and the reason the person appointed has been given preference. The successful candidate should then be contacted in the way agreed to offer them the post. Once the person has accepted the post, all other candidates should be contacted in the way agreed to advise them they have not been successful. A letter of appointment should include the following:
Agreed start date.
Salary.
Hours per week, including start and finish times.
Line Manager
What will happen on the first day, including where they should report to and to whom. Details of Induction and what this will cover.
o Passport o Signed copy of the Employment Contract
The letter of appointment should be sent in duplicate asking them to sign and return one copy prior to starting to confirm acceptance.
Induction An example of an Induction Programme checklist is set out below. (Appendix A) On the recruits first day, they should be given:-
A tour of the organisations facilities.
Introduced to other staff.
Made aware of the organisations Health and Safety. The organisation must be able to prove that the Employee has been made fully aware of all Health and Safety risks, and this training has been formally recorded. A checklist is given below.
Induction Programme Checklist YES/NO
Have you explained the profile of the organisation and identified key posts and people?
Have you provided a copy of the Job Description?
Have you provided written terms and conditions of employment and ensure that the Employee fully understands them?
Have you fully explained the pay arrangements and ensured you have all relevant information; e.g. P45
Have you checked entitlement to work in the UK?
Have you provided Personal Protective Equipment and explained the Company’s policy and procedure regarding this equipment?
Have you fully explained the Company’s Health and Safety procedure?
Have you fully explained the Company’s Fire and evacuation procedure?
Have you fully explained the Company’s break procedure and shown them rest facilities/canteens?
Have you conducted a training needs assessment for the new Employee?
Have you discussed and agreed a training programme for the new recruit?
1. Short history of the Company 2. Application Process 3. Selection Process 4. Job Description 5. Person Specification 6. Terms and Conditions 7. Application form
1. COMPANY HISTORY Provide a brief history of the Company The Management Team Background to key Personnel Company Services Details of what the Company does, where it operates, key activities, partner organisations 2. APPLICATION PROCESS
The application and the covering letter should be placed in a sealed envelope marked “private and confidential - Application for POST TITLE ” This envelope should then be placed in another envelope for posting or hand delivered to :
NAME ADDRESS
You must include in your application information which: - Sets out how you meet the person specification
- Gives clear examples of your previous achievements which link directly to the areas of responsibility in this post
- Demonstrates the qualities you would bring to the role of POST TITLE
A CV is/is not (delete as appropriate) required. Your application must be returned by post no later than noon on DATE. Canvassing of any Manager or Employee involved in the selection process will disqualify you from being appointed. If you would like further information before submitting your application please contact NAME, for an informal discussion.
3.SELECTION PROCESS The formal selection process by interview will take place on the DATE. The appointment may be made by the Appointment Panel, which will comprise NUMBER and POSITION(S) OF INTERVIEWERS, depending upon results. Interview Candidates will be required to attend an interview at a time to be allocated individually. The interview will last up to LENGTH TIME. References Formal references will be taken up following an offer of employment. Expenses Travelling expenses will be paid on the basis of standard class rail travel to the interview or car mileage at the rate of 42.9p per mile. Claims must be in excess of 25 miles in total (mainland UK only). Any shortlisted candidate who withdraws without good reason will not be reimbursed travel subsistence or other expenses other than at the discretion of the Company. Disabled Candidates Any candidate who is disabled should please contact NAME in confidence so that reasonable adjustments can be made to the recruitment process.
6. TERMS AND CONDITIONS Pay Contract Hours Annual Leave Notice The appointment is subject to one / two / three months’ notice on either side. Pension Pre – Employment Checks
If offered this position will you continue to work in any other capacity? Yes No
Have you previously worked for this Company? YES / No If YES, please give details of position held, dates of employment and main responsibilities:
Employment History Please list all employment in reverse chronological order, starting with your present or last position. Please continue on a separate sheet if you need to. Name & Address of Employer:
Illness and/or Accidents 1. Do you consider yourself to have any disabilities? If yes, please give details
(this will enable the Company to make reasonable adjustments to help accommodate you):
Additional Competency Information Please provide specific examples in response to the following questions:
Please describe a successful negotiation you have had within a previous role. What have you done to ensure that you work effectively as a member of a team or partnership? Please give an example of when you have led a team successfully? What did you do?
Are you related to any employee of the Company? Yes No If yes please give full details:
IMPORTANT NOTICE Failure to answer all the questions on this application or failure to reveal information which might influence a decision on whether or not to employ you will automatically invalidate the application and the offer of employment, and where employment has commenced, to dismissal. DECLARATION
I, the undersigned, declare that the information given by me on this application and any other form (including at interview) to the best of my knowledge is correct, and that I have not knowingly withheld any fact or circumstance which, if disclosed, would influence a decision to employ or not employ me.
