Finding the right person for the job – Recruitment tips and interview techniques By Jason Duff.

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Presentation transcript:

Finding the right person for the job – Recruitment tips and interview techniques By Jason Duff

Why Recruit? ‘To increase operational and deliverable capability of the business and/or organisation.’

Before you recruit Can someone else do some or all of the role? Sharing work amongst employees Offering overtime Train an existing employee Unpaid volunteers Agency or other professional - outsource

Where to start! Job Analysis Job Description & Person Specification Job Advert

Job Analysis What are the main tasks and responsibilities? What benefit will the person bring in doing these tasks? Why are these tasks important? Who do they work with, e.g. colleagues, service users etc.

Job Description Requirements for position Logistics i.e. full time, part time, home working, salary, hours etc. Explaining your organisation Opportunities Challenges Key Responsibilities

Person Specification Essential Skills Desirable Skills

Marketing your Vacancy Advertising Shop Window / Notice Boards Your website Email Signatures Facebook LinkedIn Twitter Indeed www.indeed.co.uk Word of Mouth

Shortlisting for Interview Review Criteria Match to candidate Look at Person Specification Essential Skills + No Match = No Essential Skills + Match – Desirable Skills = Maybe Essential Skills + Match + Desirable Skills = Yes

Phone Interviews Get to know the candidate better Check their understanding of the job Enable you to check basic logistics such as availability and salary Asking any initial questions from their CV Phone Manner Enthusiasm

Interviewing – Why do it? Relevant skills See if they would fit in What they can bring to the role See if they like the role See if they like the company

Interview Preparation is Key Specific Questions – What do you know about the organisation? Open Questions Know their CV/have a copy Job description Know what behaviours you are looking for Ask relevant questions

Interview Tips/Techniques Welcome the candidate During the interview Let the person speak more than you do Ask questions before you give them the answers Always ask them what they know about your charity/organisation Follow up

Questions to avoid What is your place of birth/ethnicity/religion? Are you planning on having children? What age are you planning to retire? How many sick days did you take last year? How much do you weigh?

Asking about health conditions You can only ask about health or disability if: there are necessary requirements of the job that can’t be met with reasonable adjustments You’re finding out if someone needs help to take part in a selection test or interview you’re using a ‘positive reaction’ to recruit a disabled person

Making Job Offers Phone Call Ask for candidate feedback Are they still interested Make an offer – make it conditional Formal letter sent to successful candidate

What you need Job Offer Contract of employment Staff handbook with policies and procedures

Importance of Probationary Periods A long audition Identify any performance issues Can terminate employment if they are not right for the job Can be extended

Questions? Jason Duff Jason@keepinghrsimple.co.uk 01487 815720