Staff Recruitment, Selection & Retention

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Getting the Policies, Procedures and Approach Right

Recruitment of the best individuals from the labour market means increasingly you need to recognise that you are in competition for the best candidates from not just in the rest of your sector but potentially the whole of the UK private, public, voluntary and private sectors and in some cases the international market too.

When you advertise a job, the every stage of the recruitment process from the appearance and wording of the advert to appointment, or not, of new staff creates a impression to the applicants.  This needs to be fully positive, no one wants to loose a great candidate because their recruitment process fails to inspire.  Even the least successful applicant needs to feel that yours is still a great company and one they can be proud of even though they have not been successful on this occasion, remember many of will be potential customers, service users or influencers and bad news spreads fast.  

This one day course brings together best practice in recruitment, selection and retention practices. It blends formal "talk and chalk" learning with lively "hands on" participatory and some role-play exercises, especially around the structured interview arrangements

Recruitment activity needs to be viewed as a key part of public relations, company promotion and marketing. It portrays an image of the organisation as whole. The content and appearance of recruitment advert helps candidates and to decide whether or not to submit an application, and this coupled with the follow on process will affect their view of your organisation as a whole and how they present your organisation to others.

Recruitment is a vital strategic activity, which should be led and owned by managers, with support and advice from the HR Team.  In order to present a positive image to prospective applicants, your procedures need to be as professional as possible underpinned by careful communication, planning and thought.  The whole selection processes from short listing right through to job interviews and/or assessment tests must clearly be legally compliant and transparently fair. And once a candidate is appointed, care must be taken with those initial early days of induction and training so that the whole engagement can be mutually beneficial and rewarding.

The course also draws upon the provisions of the Employment Act 2009, all UK Equality laws and associated Codes of Practice, European Directives, Access to Medical Records Act 1988, Rehabilitation of Offenders Act, Immigration Laws and the Data Protection Act.

Learning Objectives

  • Learning objectives for Recruitment and Selection are to:
  • Review all aspects of the Recruitment and Selection process from decision to fill vacancy right through to retention strategies
  • Ensure that your recruitment and selection processes are legally compliant
  • Provide an opportunity to bring your procedures and processes up to speed with benchmarking of best practice in your sector
  • Reconcile a wide range of templates on person specifications, job descriptions, application forms,short listing pro forma, marking sheets with your own existing templates
  • Discover a wide range of external support and information agencies

Who would benefit from attending this workshop?

This workshops in designed for all those involved with the design development or implementation of staff recruitment and selection procedures

Content

  • Decisions about vacancies prior to advertising
  • Advertising
  • Application Forms
  • Medical Questionnaires
  • Equality Monitoring Forms
  • Other materials despatched to candidates
  • Job Descriptions
  • Person Specifications
  • Short listing
  • Preparing for Interviews
  • Conducting Interviews
  • Questions and Evidence
  • Role and Expectations of the Candidate
  • Alternatives to Interviews
  • Feedback to Candidates
  • Marking systems
  • Links to subsequent induction, development and training
  • References
  • Offers of Conditional Employment

The workshop is split into 4 related sessions

1. Filling the vacancy

  • Cost benefit analysis –does the job have to be filled?
    • Are there new ways to work?
  • The components of a good job description, tripartite weighting of dealing with:
    • People
    • Resources
    • policies
  • The components of a good person specification
    • what’s essential?
    • what’s desirable?
  • Equality proofing these arrangements
  • Early legal considerations

2. Hitting the job market

  • Agencies or internal
  • The job advertisement – drafting and appropriate media to use
  • The information pack to candidates
  • The application form
  • The medical questionnaire
  • Equality proofing all these arrangements
  • More legal considerations

3.  Deciding

  • Short listing methods linked to the person specification
  • Best practice with scoring systems
  • Interview arrangements – the logistics
  • Interview arrangements – the questions and evidence being sought
  • Interview arrangements – space for the candidate
  • Tests and other assessment methods
  • The job offer
  • References
  • Health issues
  • More legal considerations
  • Feedback to unsuccessful candidates
  • Equality proofing all these arrangements

4. Early days

  • Tailored induction and training programme – the job
  • Tailored induction and training programme – the candidate
  • Developmental opportunities- coaching/mentoring/shadowing
  • The employment contract
  • The staff handbook
  • Flexible working
  • More legal considerations
  • Equality proofing all these arrangements
There are no open events scheduled for this topic.
Many of our events are run as open events at various locations around the UK. See the Events Diary for scheduled events. All topics can be run as internal events on your premises.
In-house Event for Your Organisation
We can run this topic as an in-house event for your organisation on your premises. This can provide a high quality and cost effective staff development route.
This workshop is  Price Band C 
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Workshop Style

This training course is delivered in a workshop style. It is highly participative with a blend of presentation, group exercises and debate.  A comprehensive delegate pack is included. .

Numbers

To ensure effective levels of delegate participation, involvement and interaction, delegate numbers are restricted.  This workshop is suitable for groups of 2 to 20 delegates.

Certification

Formal CPD certificates are provided after the event in a form which is acceptable as CPD evidence to many professional bodies and institutions.

Facilitator

The facilitator for this workshop is a highly experienced trainer with in-depth subject knowledge.