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RECRUITMENT AND SELECTION
Introductions 1st day of 2 day course Day 1 – recruitment & selection process, with opportunity to take part in aspects of constructing a person specifications, shortlisting for interview, and developing interview questions. Day 2 – working in teams / panels, interviewing and selecting an individual for a specific post will require some prep work to be carried out between day 1 & day 2. Lots of slides – but towards the end of this presentation is information regarding legislation. I won’t go through that but it is there as a resource for you
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Recruitment, Selection & Appointment
The Recruitment Team’s User Guide for Recruiting Staff outlines the procedure to be followed in the recruitment of medical & non-medical staff at RCH Links recruitment Recruitment & Selection – aim is following. From a recruitment perspective – not looking at ‘advertising’ as past of the course.
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Vacancy – need to recruit?
Recruitment authorisation process (appendix 2) Manager completes request to advertise form with advert, JD, Person Spec. and KSF Outline documentation to DGM Executive Vacancy Review Group Request to advertise info sent to recruitment team
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Step 1 Decision to fill the vacancy
Complete ‘request to advertise’ form (appendix 1) Vacancy advertised on NHS Jobs Candidates apply on on-line but paper copies available if person unable to apply on-line
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Step Short-listing Short-listing file ed to manager – how to view on-line appls & any off-line applications received Manager shortlists – max 8 per post Return short-listing pro-forma to recruitment team
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Step 3 Interview Nominate Chair of interview panel – arrange date, times, venue Panel members record comments and scores for applicants Candidates contacted ( ) to arrange time of interview – by recruitment team Interview-pack ed to Chair of panel
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Step 4 – pre-employment checks
Chair responsible for registration, qualifications & identity checks DBS if applicable – manager should check prior to interview Confirm with candidate that referee details correct Occ-Health checks – form sent to OHD
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Step 5 - post-interview (successful / unsuccessful)
Chair contacts successful candidate & completes offer of appt form Recruitment team send a conditional offer letter
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Step 8 – First working day
Step 6 - Formal offer of appointment Step 7 – Temp and Agency Staff Step 8 – First working day Manager’s responsibility to meet with new employee prior to Trust Corporate Induction
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Protected Characteristics
Equality Act 2010 Criteria must not discriminate directly or indirectly on grounds of: Age Disability Gender reassignment Marriage & civil partnership Pregnancy and maternity Race Religion & belief Sex Sexual orientation Selection criteria is linked to what? – job description & person specification Areas where you must not discriminate When you are selecting / rejecting individuals for interview – need to record reason why.
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Job Description Main aspects of a JD. Agenda for Change – positive aspect in up-dating / ensuring that all posts should have an up-date JD Knowledge & Skills Framework (KSF) – will be related to the JD
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Person Specification Experience Qualifications
Practical & Intellectual Skills (including any special knowledge) Training needs Disposition, adjustment, attitude Physical make-up Circumstances PS – derives from the Job Description
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PERSON SPECIFICATION Attribute Essential Desirable How Identified etc
Experience Qualifications Practical & Intellectual skills Training needs Exercise Groups / panels construct a person-specification for a specific JD Disposition etc etc
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Experience Qualifications Practical and intellectual skills
SHORTLISTING MATRIX 1 2 3 Experience Qualifications Practical and intellectual skills (including any special knowledge) Training Disposition, adjustment, attitude Physical Make-up Circumstances E D E D E D etc Person Spec – then leads to the ‘shortlisting matrix’ (checking each application form against E & D criteria using the headings
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Shortlisting – develop a coding system as you come up against reasons for rejecting applicants
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capability motivation acceptability Capability – ability to do the job
Motivation – what drives the person, why do they want this job 3. Factors from both area should influence acceptability for the post
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EVIDENCE Capability Motivation WHY SHOULD WE APPOINT YOU TO THIS POST?
Experience - relevant to this post - kind, level, variety, duration - responsibility, authority, results Qualifications - academic, professional, vocational Personal skills/qualities - communication (written, verbal and non-verbal) - organisation and planning - ability to work under pressure or to deadlines - initiative/capacity for self-direction - customer awareness - teamwork Technical skill/knowledge - specific to the post (see quals & experience) Motivation Interest and enthusiasm Knowledge of the job - evidence of preparation for interview Related general knowledge - informed about professional issues Career choices - Opportunities taken/missed Evidence of career pathway Personal development - how has s/he kept up-to-date? Future plans and efforts to achieve them EVIDENCE Aspects within Capability & Motivation Has to be evidence to support and back-up each aspect
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interview presentations tests and profiles group work Selection Tools
Interview – which is the usual / main route to get the information, evidence required but also… Presentations – what do you think they can offer? When should they be used? Tests & Profiles - look at in a second – linked mainly to psychological tests Group work - what do you think they can offer? When should they be used? Benefits? group work
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Presentation – marking sheet
Criteria Comments 1 - 4 Communication Skills Knowledge & understanding of topic Presentation of information – clarity, succinct, creativity Motivation – interest / passion for topic Values, beliefs, attitudes Organisational skills – structure of presentation, time management Total
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Supplementary questions
Interview Questions Primary questions Supplementary questions Set primary questions & anticipate supp questions Give me e.g. s of primary / supp questions
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Identify the answer - then write the question
Interview Questions Identify the answer - then write the question Record questions and responses What is it that you expect the applicant to know? Exercise Give group e.gs (Health Visitor, Catering Manager, medical secretary) and ask them to think through ‘answers’ and then develop some questions to get those answers
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Interview Questions Open (- ended) questions Closed questions Probing
Reflective Hypothetical Types of questions Look for egs of each type Leading
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“Could you..?” or “Have you...?”
Interview Questions open questions NOT “Could you..?” or “Have you...?” “How could you ...?” or “When have you...?” etc. RATHER OR simply “Tell me about...” Open Questions Keep it simple & short! Stops you tying yourself up
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THEORETICAL CONCRETE How would you…? When have you...?
How would you cope If you had to….. Give me an example of when you’ve had to cope with …. Questions can also have a theoretical & more concrete aspect to them How would you feel about supporting people with potentially violent behaviour? When have you dealt with challenging behaviour? Tell me a little about how you managed that situation How would you cope if you had to tell relatives that their son /daughter had died? Give me an eg of when you’ve had to cope with breaking news. How did you do this?
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Interview Questions Do you consider confidentiality important when handling patient records? How important do you consider confidentiality to be in this job? Why is confidentiality so important in this job? What is the most important thing to remember when handling patient records? Think about the answer – what do want the applicant think about – don’t give him / her the answer in the question!
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Interview Questions Tell me a little bit about yourself?
Tell me about your present job? What aspects of your present job have taught you the most? What have you learned in your job that would be useful if you were successful in getting this one? Broad open questions – what are these questions trying to achieve?
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