The Human Capital Department provides outsourced HR, recruitment, and training services. Formed 3 years ago by Peter Lawrence and Rod Lee, they operate out of the Kings Lynn Innovation Centre and offer a one-stop shop for HR, recruitment, and training needs. Their presentation covered the benefits and drawbacks of outsourcing, best practices for attracting talent including job analysis, developing job descriptions and specifications, interview structures and questions, reference checks, and onboarding new employees.

1. Business Fayre Thursday 20th Sept. 18 Knights Hill Hotel
Peter Lawrence
Human Capital Department

2. Introduction

3. Human Capital Department
• Formed by Peter Lawrence & Rod Lee
• Now in the third year of trading
• Provide an H R M & D One-Stop-Shop
• Award Winning Outsourced-HR
• Our office is in the Kings Lynn Innovation
Centre [KLIC]
• www.humancapitaldept.com
• Email info@humancapitaldept.com
• Tel. 01553 609 968 / 01553 970023

4. Personnel Management, Human Resources
or Human Capital
• “People are our greatest asset”
• “People make the difference”
• “Motivated and committed people make
the difference to business performance
and the bottom line”

5. Outsourcing & HR Projects
Outsourcing Pros Outsourcing Cons
• you only pay for services as you need
them;
• you get access to expertise that may
not otherwise be available to you;
• it frees up your time to focus on the
things you do well, while offloading
the tasks you perform badly.
• Loyalty and Commitment from
outsourced workers is
questionable.
• The Psychological Contract piece
maybe missing – the expectation is
probably just to fulfil the order.
• It might be difficult to upscale and
sustain growth using only
contracted workers or services.

6. Attracting Talent

7. Attracting Talent
• Whether you want to recruit direct hire employees or
utilize contract workers, temporary workers, or
freelancers, getting the right people to support your
business growth is vital to business success.
• The following techniques can be applied to the
selection of suppliers and outsourced business partners,
as well as direct hire employees.
• Examples from my own business where selecting poorly
have been damaging to sales; Web-Designer, Marketing
Support, Telephone Answering, Associates
[Consultants].

8. Job Analysis

9. Job Analysis
Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative importance of
these duties for a given job.
• Observation
• Interviews with incumbent & supervisor
• Gathering information Job Analysis
Developing
Job
Description
Developing
Person
Specification

10. Job Description & Person
Specification or Role Profile

11. Job Description
• This explains the job to candidates and helps the
recruitment process by providing a clear guide to
all involved about the requirements of the job.
• It can also be used to communicate expectations
about performance to employees and managers to
help ensure effective performance in the job.
• Latest thinking suggests that job descriptions
should focus on the work someone needs to
achieve rather than the skills and experience, as
this is more likely to result in choosing someone
with the right abilities.

12. Person Specification
• A person specification or job profile
states the necessary and desirable
criteria for selection.
• Increasingly such specifications are
based on a set of competencies
identified as necessary for the
performance of the job.

13. Recruitment Process

14. Attracting potential candidates
• Word of mouth [Personal
recommendations] or someone you
have worked with before.
• Advertise – Employment websites or
other media.
• Recruitment agency
• Job-Centre+
Employer brand must be congruent with company brand.

15. Selection techniques
1. CV
2. Interview
3. References [Screening]
Predict future job performance

16. Interview Structure

17. Interview Structure
• Preparing for the interview.
• Creating initial rapport.
• Explaining format of the interview and
selection process.
• Letting candidates know about your
organisation.
• Main Interview
• Next Steps
• Close

18. Interview questions
• Closed questions
• Open questions
• Probing questions

19. Structured Interview - Funnel approach
Opening – Building Rapport
Close

20. Making an assessment
Score each candidate
against Job Description
and Person
Specification [weight
responses] & arrive at
a decision on most
suitable candidate for
the job.

21. Hiring

22. Hiring
• Verbal Job offer.
• Taking up references.
• Notifying unsuccessful candidates.
• Making a written job offer & contract of employment.
1. Induction or on-boarding.
2. Initial training.
3. Sustaining commitment.

23. Next Steps

24. HR Health-Check Questionnaire
HR Health-Check Questionnaire and Report.
[Send me your email and I’ll forward the link].

25. Our HR Forums:

26. Contact Us

27. Human Capital Department
• Formed by Peter Lawrence & Rod Lee
• In third year of trading
• Provide an HRM&D One-Stop-Shop
• Outsourced-HR
• Office in Kings Lynn Innovation Centre
• www.humancapitaldept.com
• Email info@humancapitaldept.com
• Tel. 01553 609 968 / 01553 970023