2. Objectives
By the end of this session you will be able to:
• Explain the difference between recruitment
and selection
• Explain the process of recruitment
• Explain the consequences of not following
procedure
5. Selection
• Selection is the process by which managers
and others use specific instruments to choose
from a pool of applicants a person or persons
more likely to succeed in the job(s).
6. Summary
• Two functions are closely connected, each
requires a separate range of skills and
expertise, and may in practice be fulfilled by
different staff members.
21. Exercise
Job Age range Gender Politics Hobbies Car
Social worker 27–43 Either
Liberal or Green,
left-wing
Camping cycling
rambling
Old Volvo or Saab
Supermarket
checkout operative
Building labourer
Accountant
Senior civil
servant/government
official
Personal secretary to
managing director
Police inspector
Salesperson
Fundraiser for a
charity
22.
23. Equal Opportunities
• Equality Act 2010
• Replaced Sex discrimination, Race relations
and Disability discrimination acts
24. Protected Characteristics
• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Religion
• Race
• Sex and sexual orientation
25. Direct Discrimination
• When a person is treated less well, in
comparison with someone else, because of his
or her racial or ethnic origin, religion or belief,
disability, age or sexual orientation.
26. Indirect discrimination
• When an apparently neutral specification,
criteria or practice would disadvantage people
on the grounds of racial or ethnic origin,
religion or belief, disability, age or sexual
orientation unless the practice can be
objectively justified by a legitimate aim.
27. All things medical
• Equality Act 2010 makes it unlawful to ask
candidates to complete a medical
questionnaire before being offered a job.
• Any particular physical or medical
requirement should be made clear in the job
advert and job description
28. Dealing with applicants
• Applications treated confidentially
• Only circulated to relevant people
• Applicants responses should be acknowledged
33. Virtual World
75% of companies using
corporate website for
recruitment
Little evidence internet
produces better applicants
but certainly more
Preferred search method for
prospective employees-89%
of graduates using online
medium
39. Selection Interview
The aim of the selection interview is to determine whether
the candidate is interested in the job and competent to do it.
A selection interview also has the following functions:
• to explain the work of the organisation, the job and any
features such as induction and probation
• to set expectations on both sides, including a realistic
discussion of any potential difficulties (if appropriate)
• to enable the candidate to assess whether they want the
job being offered
40. What does the interviewer need?
• Job description, person specification
• Individual application forms, CVs, etc.
• Details of terms and conditions of
employment: hours of work, fringe benefits,
perks, etc.
• Information on general prospects, training,
induction etc. within the organisation
41. What does the candidate need?
• Details of venue; to be met on arrival
• Access to facilities: toilets, any special needs
for candidates with disabilities
• Comfortable waiting area
42. Requirements of a good interview
• A structured interview plan enabling the
interviewer(s) to assess what they are looking
for in the candidate and whether the person:
– could do the job (assessment against the person
specification)
– would do the job (judgements of motivation and
commitment)
– would fit (elements of person-organisation fit)
43. • A clear idea of the areas of questioning for each
candidate to check that they fulfil the criteria
• Agreement on the roles of those involved in the
interview if there is a panel: who will chair and
how questions will be divided among the panel
members in an organised way
• A disciplined approach to timing: enough time for
each candidate and not too many candidates per
day
44. Requirements of location
• Suitable room and layout: consider whether
formal or informal and what type of setting to
create
• Freedom from interruptions and other
discomforts and distractions such as
extraneous noise, uncomfortable furniture,
extremes of temperature, etc.
• Appropriate access for people with special
needs
46. Antidote
• Questions planned before interview
• All candidates asked the same questions
• Answers are scored using a rating system
• Questions focus on the attributes and
behaviours needed in the job.
48. Great Questions
• How good are your communication skills
• Can you lead a team
• Can you adapt to change
• How would you rate your analytical skills
• Are you a good team player
• How do you rate yourself as a project manager
• Can you use Excel
49. Examples of Competency based
questions
• Tell me about a time when you have had to
change the way you do something
• Can you tell me about a time when you worked
well in a team
• Tell me about a plan, policy or strategy that you
implemented in your area.
• Describe a situation when you had to gather a
large amount of data, to analyse it objectively
and to make a decision or recommendation
based the results
52. General rules
• The questions should be capable of eliciting
information that is relevant to success or failure
at work.
• They should not be random or overlapping;
rather, they should be comprehensive, grouped in
an organised way and clearly distinguishable.
• Similar areas of questioning should be used for all
candidates.
• The questions should allow you to compare each
candidate with the job/person specification
53. Organisational Questions
• Could you compare the cultures of the organisations where
you have worked before and say how the differences
affected your behaviour at work?
• Where were you happiest at work? (followed by) What was
it about the place that made you feel like this?
• Why did you decide to join each of the organisations you
have worked for?
• What factors will cause you to decide whether or not to
leave your current employer?
• How is your effectiveness measured in your present job?
• What are the things you have regretted leaving behind at
places where you have worked in the past?
73. Pitfalls
• Job offer at interview
• Salary increase after served probation
• Incorrect salary offered
• Using non approved source of applicants
• Note taking= none ?!
75. Exit Interview
What is it?
Why have it?
What do you do after the interview has been
conducted ?
76. Objectives
You are now able to:
• Explain the difference between recruitment
and selection
• Explain the process of recruitment
• Explain the consequences of not following
procedure
Editor's Notes
Ask What are they ?
Exercise ??
You must not treat an applicant worse than another applicant because of a protected characteristic-this called
Expand cannot only employ males as believe female will go off for maternity leave if they are of a certain age
Why ask same questions ?- level benchmark
WRITE NOTES proof of answers and can justify
Involves discussion between Hiring Manager and Recruitment Manager as sensitive discussion potentially around Salary etc. may even have to go through EMT.
Verbal Offer made generally by RM
Documentation will then be forwarded-contracts etc and email with a proposed start date
