Recruitment and Selection

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Recruitment and Selection

• Patricia McBride

Welcome!
University of Cambridge
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Guest Speakers

• Jacqui Kemp, Freelance H.R. Adviser. The Legal
  Issues
• Liz Timperley, Recruitment Services Manager,
  University of Cambridge. The Recruitment Team

University of Cambridge
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Today we will cover...

• Legal issues
• Selection Criteria
• Shortlisting
• Using tests and other selection methods
• Interview preparation
• Questioning techniques
• Listening and rapport skills
• Making a balanced decision
• Notifying candidates
• Paperwork and follow up

University of Cambridge
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Overview

• Person profile within role description forms
  basis of selection criteria
• Do pre-employment checks
• Gain permission to fill or create vacancy
• Determine selection criteria
• Make interview and testing arrangements
• Complete long and short listing
• Write interview quetions

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Overview cont.

• Request references when appropriate
• Hold interviews/selection events
• Select candidate
• Notify candidates
• Retain documents in secure place for 12 months

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Constructing Selection Criteria

• These criteria used throughout selection process
• Must be based on skills, knowledge and experience
  required for the job
• Must not be discriminatory
• Include Behavioural Attributes
• Distinguishes between essential and desirable
  criteria
• Record your criteria on HR6 Selection Criteria
  template.

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Behavioural Attributes

• Communication
• Relationship Building
• Valuing Diversity
• Strategic Focus
• People Development
• Negotiating and Influencing
• Innovation and Change

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Positive Indicators examples for planning and
organising

• Identifies important activities and milestones,
  establishing importance and urgency
• Constantly monitors and assesses progress
• Plans alternatives and contingency plans
• Assesses new information and reorganises the
  workload to meet new demands
• Knows the status of own work and uses any spare
  time or resources to do other work

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Reduce the Risk of Discriminatory Selection
Criteria

• Length of service
• Willingness to work outside normal hours
• Preference for full time workers
• Acceptance of only UK academic or professional
  qualifications only
• Age restrictions

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Small Group Activity

• Using the Advertisement provided, write Selection
  Criteria for this post.

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Activity

• In your small groups
• Decide how you would assess your candidates for
  this job, eg application form/CV, interview,
  tests (which tests if used), presentation, etc.
• Study selection criteria and note which
  assessment method would be most appropriate for
  each.

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Shortlisting

• Work independently at first, then meet to decide.
• Assess applicants against the person
  specification, not each other
• Be methodical and take notes. Use approved forms
• Judge only against selection criteria. Initially
  use Essential Criteria, using Desirable Criteria
  only if necessary.
• Remember to weight items where appropriate
• Use behavioural as well as other criteria

University of Cambridge
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Shortlisting - donts

• shortlist alone
• be casual about the process
• make assumptions about foreign qualifications
• determine skills by handwriting
• exclude candidates on any grounds covered by
  Equality Act 2010
• reject candidate because they cant access your
  building
• shortlist applicants who dont meet the
  necessary essential criteria (unless your
  policy says you may)

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References

• Request before or after interview/tests
• Use with care
• Gaining references may be difficult
• Check if you sense anything you dont trust

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ACTIVITY

• In your small group
• Study the details of the job and the Person
  Profile
• Shortlist the two candidates
• Use the form provided to record your decisions

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Question Types

• Open - encourage full answers
• Follow on - learn more
• Closed - useful for clarification/verification
• Leading - suggest the answer (dont do it!)
• Behavioural - ask about past behaviour

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Activity

• In your small groups design questions for your
  interview
• Decide and note weighting for each question
• Decide who will ask each group of questions

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Interview

• Welcome candidate
• Introduce all panel members
• Put candidate at ease
• Briefly outline the job
• Explain how interview will work and length of
  interview
• Ask questions
• Give candidate an opportunity to ask questions
  or give further information
• Explain next stage
• Goodbye

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After the Interview

• Review all scores
• Apply agreed decision rules, incorporate
  results of tests, etc.
• Record all scores
• Confirm when and by whom candidates will be
  contacted
• Contact successful candidate first
• Use conditional Offer Letter
• Agree who will provide feedback if required
• Retain documents for 12 months

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Interview panel tasks

• Plan whole process working together
• Book room, arrange timetable
• Plan tests
• Choose selection criteria
• Shortlist
• Design interview questions
• Interview
• Make the decision
• Let candidates know results
• Keep papers safe

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