Making recruitment and selection simpler – and more effective

Session outline  Navigate & NDC: an introduction  Approaching recruitment? Taking the time to get it right  Preparing to succeed – materials, approach, tactics  Attracting the right people, in the right way  Designing the right selection process for your business  Post-appointment: candidate care and development

About Navigate  Established in 2005  Specialists in leadership recruitment and development in education and children’s services  Recruited over 150 Headteachers, Principals and LA Advisors  Offices in Leeds and London

About NDC  Also established 2005…a good year!  Over 200 public, private and charity advertising clients  Specialists in cost-effective senior recruitment  A few extra strings to the bow…  Offices in Mytholmroyd and Macclesfield

What’s happening in your business?  Expansion of free places for 2 year olds  Changing role of Local Authorities  Partnerships  Greater competition  Greater accountability  Safeguarding agenda never more crucial

Recruitment Market  Buoyant – but with people with required skills?  EYPS: Graduate Leaders  Salary levels  Competition from other caring sectors  Barriers to entering the market: price, geography etc.

Thinking about your opportunity  Review your existing documentation closely  Context and characteristics of your organisation – what makes you different?  Are there any special projects in the pipeline? (e.g. expansion)  What are your key achievements?  What are the challenges and opportunities?  Do you need the ‘same again’, or somebody different?

Define your target market  What kind of job is your ideal candidate likely to be doing now?  What kind of setting are they likely to be working in?  What kind of salary are they likely to be paid…and will your offer attract them?  What are their motivations to apply for your post?  What are you offering that will appeal to the aspirations of your target group?

Attracting the right candidates  Recruiting is about understanding what makes your opportunity distinctive, and finding the people to whom it appeals  Think clearly about what the best candidates want or need, and imagine you’re talking ONLY to them  Don’t be forced into local press – there may be another way to get your message out there

The recruitment message  Content  Housekeeping items  Brief but effective summary of the setting  The sort of person you’re looking for and why  Must-haves, nice-to-haves  What you can offer the successful candidate – CPD / influence  Any religious commitment expected  Key dates: start, closing, interview  Key contacts: information, visit, application  Safeguarding statement

Application pack  A key marketing tool: will make waverers apply or walk!  Ideally available electronically  Contents  welcome  ethos, aims and current priorities  nature of the intake and the organisation of classes  staffing structure  location, buildings and grounds  parent partnerships, community links, information about the local area  Ofsted data  job description and person specification  application form

It’s your turn…  In groups, look at the JD and Person spec provided. Think about how you would emphasise key elements in an advert  Plan and draft your recruitment materials (hint: doesn’t have to be just an advert..)

Assessment methods

Techniques  Application Form:  Personal details  Education and Qualifications  Employment History  Details/Reasons for any gaps in Education/Employment History  Enhanced CRB check/declaration/Safeguarding Statement  Equal Opportunities and Recruitment Monitoring  Referees – approach prior to interview?  Assess application against a grid (based on person spec)

Application Form  Indicate how your experience and skills meet the job requirements (please refer to the person specification)  What interests you most about working with children?  What attracted you to apply to Happytoes Nursery?  What would you want to see, hear and experience in a Nursery that would convince you that good practice was taking place?

Example of a person specification

Techniques  Assess application against a grid (based on person spec)  Structured interview for strongest applications (built on person spec with opps to explore career history)  Observation (staff and children: how do candidates behave?)  Tests / scenarios (what are their motivations / responses to pressure?)

Evaluating Applications QualsLeadership experience Knowledge of 0-3 curriculum Communication skills Safeguarding M SmallNNEBDeputy Manager Strong evidence Very long application – often repetitive at times Has attended training, designated staff member D KhanNVQ Level 3 Key worker No people management experience Strong evidence Well written application- responds to the person spec Has attended training and highlights knowledge of new guidance T ForbesEYPSEarly years practitioner and room supervisor Does not refer to this in application Succinct application- would have benefitted from closer fit to PS Does not refer to in application

Interview  Know who is leading  Presentation?  Well devised questions (linked to Person Spec)  Follow up questions linked to individual’s application  Safeguarding questions  Closing questions

Successful final interviews  Clarity before the day (What can they expect? What documents need to be brought? What preparation needs completing?)  Manage the process on the day (good communication, no surprises, professionalism)  Allow some time between tasks  Feedback

Summary  Recruitment should be a real opportunity, not a chore  Good planning and a bit of time will make success more likely  Marketing the role: be proud of your achievements  Evaluating applications: objectivity and evidence  Meeting candidates: make sure they take away a great impression  Testing for talent: your documents are the foundation, but you can be creative!