Working together to streamline KTP recruitment processes in Challenging Times

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Working together to streamline KTP recruitment
processes in Challenging Times
Natalie Lewis, Birmingham City University Lisa
McClenaghan, Birmingham City University Shona
Morris, Kingston University
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Aims and Objectives

• Aims
• Identify discuss issues that are impacting on
  the recruitment of KTPs at present.
• Improve understanding of HR practices, new
  legislation immigration regulations
• Share best practice, identify potential solutions
  and apply those to allow Universities to
  streamline existing processes
• Objective
• Recommend new way to streamline processes and
  responding to the changing legislative and
  economic climate for future recruitment

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Factors impacting on KTP Recruitment

• 6 Month Recruitment timeframe
• Streamlining recruitment process
• Political changes Immigration Policy
• Economic downturn / Funding
• Cost Effective Innovative advertising
• Legislation i.e. Equality Act

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Streamlining the recruitment process in
challenging times

• Develop Implement a robust process to
  streamline recruitment
• Internal approval with key personnel (HR)
• Internal training for recruitment selection
• Compliance with more robust timeframe
• Consequences of non compliance
• (6 Months to recruit, Immigration, Law)

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Political Changes affecting International
Recruitment

• UK Border Agency UKBA significantly tightening
  regulations
• Tier 1 Reduced numbers
• Tier 2 Sponsorship reduction number of
  certificates of sponsorship issued to
  Universities
• Tier 4 Student Visas

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Economic Downturn

• Economic decline
• Public Sector cuts - impacting Sponsorship
• CSR Reduced funding to support KTP 2011-2015?
• HEIs will need to be more selective undertaking
  KTP projects
• Impact that may affect growth of KTP numbers
• Competitive Environment within local national
  HEIs
• Student Fees

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Innovative Advertising Techniques

• Social Networking phenomenon.
• I-phone / I-pad/ laptops everywhere
• Fast and Furious communication on a Global Scale
  possible.
• Electronic applications
• Mobile technology permits work almost anywhere
  (skype)
• 24/7 accessibility to information.
• Issues - safeguarding personal data

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Legislation

• Legislation is complex constantly evolving
• Equality Bill implemented- October 2010 impacts
  on recruitment particularly health questionnaires
  / references important that your panel members
  have received appropriate recruitment Selection
  Training / Equality training
• Immigration regulations constantly reviewed 2009
  RLM (Resident Labour Market test) requirements
  were extended to 4-weeks

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Your Queries / Observations?

• Building effective relationships with your HR
  dept
• Early intervention when contractual issues arise
  Maternity / Long-term sickness
• Appropriate recruitment training panel members
• Appreciation of external elements outside HR
  control speed of referees response / OCH
  response / UKBA / prospect employee cooperation
• Case studies Interactive session for all

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Tips for Streamlining recruitment

• Develop streamlined Internal processes
• Early preparation from EOI developing and agreed
  timeline for all parties
• Prepare proposal / recruitment documentation
  inline with timeline
• Templates Develop generic JD/PS/Advert /
  Recruitment process map
• Map in your timeline for advertising as per HE
  schedules and submit all relevant documentation
  to HR
• Consider most appropriate mode of advertising
  taking in consideration equality cost
• Plan ahead and include proposed interview dates
  in advert (allow time for short listing and
  notification of interview details to candidates).
• Request references a.s.a.p. preferably prior to
  interviews subject to applicants consent.
• Ensure selection process is robust and fair
  improving chance of quality appointment.
  (Appropriately trained managers involved)

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Feedback / Outcomes from Group sessions

• Streamlining recruitment
• Case studies
• Immigration
• Advertising
• Others????
• Any other comments / Observations

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Working together KTP Manager responsibilities

• Liaise closely with colleagues in HR throughout
  the process.
• Provide HR with details of advert/job
  description/person specification fixed purpose
  clause etc. Identify panel members and
  provisional interview dates..
• Confirm to HR details of all short listed
  candidates and provide rejection codes for
  unsuccessful.
• Provide clear instructions to HR regarding
  interviews/exercises/maps if necessary in good
  time.
• Return all interview notes/applications promptly
  to HR following interviews confirming preferred
  candidate(s) and provide reason for rejections of
  unsuccessful candidates.
• Confirm acceptance of references and complete and
  return job Offer details to HR asap.
• Review and monitor progress regularly keep
  HR/Company informed of progress/changes along the
  way.
• Plan Induction

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Working together What the potential KTP
Associate employee needs to do

• Complete required application form by the
  required deadline
• Provide details of two referees (include email
  addresses where possible)
• Complete and return contract and any other
  essential documentation a.s.a.p. particularly
  the Pre-employment Health Check
• Attend HR to verify their eligibility to work in
  the UK prior to commencing employment.
• Verify their qualifications and indicate
  preferred start date.
• Attend HR to verify their identity, legal right
  to work in UK, and qualifications
• Complete and return all relevant new starter
  information.

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Working together HR support

• Liaise closely with the Recruiting Manager
  throughout the advertisement and recruitment
  process.
• Arrange to advertise the position, collate all
  applications post closing date. Prepare short
  list and interview packs for panel members.
• Issue interview invites to short listed
  candidates, and regret letters to unsuccessful
  candidates.
• Request and collate references for the Chair
• Action Job Offer on receipt of confirmation from
  Chair.
• Verify eligibility to work and ensure all
  necessary checks completed prior to start date.
• HR will also highlight any potential difficulties
  or delays as soon as they become apparent.

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Conclusion

• Despite a rapidly changing world organisations
  need to recruit new talent and share knowledge to
  ensure future success.
• I hope that this presentation has adequately
  considered some of the key factors that our
  influencing KTP recruitment.
• And that the best practice approaches identified
  will assist you in your efforts to secure future
  KTP appointments which will contribute to the
  future prosperity of the UK.

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Innovative Advertising
http//www.academicjobsonline.co.uk/ http//www.t
mp.com/about_services_creative.aspx http//www.wm
ktp.org.uk/ (West Midlands KTP
Portal) Lifestyle sites Anything that is not a
jobs board i.e. Sky sports / fishing sites /
Mobile marketing via text messages (smart
phones) i.e www.bbc.co.uk www.jobs.guardian.co.uk
/ www.jobs.telegraph.co.uk Social Media i.e.
Facebook / Twitter / Linkedin
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Evaluation / feedback

• Your feedback is invaluable and will form the
  basis of the form plenary session this afternoon

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Thank you
Natalie.Lewis_at_bcu.ac.uk Lisa.McClenaghan_at_bcu.ac.
uk Shona.Morris_at_kingston.ac.uk