recruitment and selection university of cambridge patricia mcbride welcome!
TRANSCRIPT
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
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
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 questions
University of Cambridge
Overview cont.Request references when appropriate
Hold interviews/selection events
Select candidate
Notify candidates
Retain documents in secure place for 12 months
University of Cambridge
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
• Can include Behavioural Attributes
• Distinguishes between essential and desirable criteria
• Record your criteria on HR6 Selection Criteria template.
University of Cambridge
ScoringSuggested scoring system:
4 = Exceeds requirements3 = Meets requirements2 = Meets the requirements in most respects1 = Meets the requirements in some respects0 = Does not meet the requirements.
University of Cambridge
Weighting ScoresSelecti
on CriteriaNumbe
r
Score Weighting Total Score
1 4 40 160
2 3 20 60
3 4 20 80
4 2 10 20
5 3 10 30
TOTAL SCORE 350
University of Cambridge
Behavioural Attributes•Communication
•Relationship Building
•Valuing Diversity
•Strategic Focus
•People Development
•Negotiating and Influencing
•Innovation and Change
•These can be used at all
stages of the recruitment
processUniversity of Cambridge
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
University of Cambridge
Activity
•In your small groups discuss and decide:
•What selection methods you would use
•How you will score each method
•Overall scoring arrangementsUniversity of Cambridge
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 restrictionsUniversity of Cambridge
Shortlisting
University of Cambridge
• Review applications against the selection criteria using the grid provided.
• Only shortlist candidates who meet the essential criteria.
• Use desirable criteria for further selection if required. Keep score sheet.
• Invite successful candidates to interview. Send rejection letters to others.
• Request references at appropriate time
Shortlisting - don’ts•- 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 can’t access your building
• - shortlist applicants who don’t meet the necessary essential criteria (unless your policy says you may)
University of Cambridge
Activity - 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, if chosen
University of Cambridge
References
•Request before or after interview/tests
•Use with care
•Gaining references may be difficult
•Check if you sense anything you don’t trust
•Phone referee if you want more info
•Give candidate opportunity to explain any issues arising from references
University of Cambridge
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
University of Cambridge
Interview Preparation• Book room, notify relevant people internally
• Design questions
• Decide who will chair the Appointing Body
• Decide who will ask which questions
• Arrange visits to workplace, tests, etc.
• Have all relevant paperwork prepared
• (Allow yourself time for coffee!) University of Cambridge
ISSUE DESCRIPTION
Self-fulfilling prophesy
Assessor asks questions designed to confirm initial impressions of candidate
Stereotyping effect Assessor assumes that a candidate will have particular characteristics because s/he is a member of a particular group
Halo and Horns effect
Assessor rates a candidate as ‘good’ or ‘bad’ across the board, often based on an unconscious initial impression
Contrast effect Assessor allows the experience of interviewing one candidate to affect how they interview candidates seen later
Similar-to-me effect
Assessor gives preference to a candidate they perceive as being similar to themselves
Personal liking effect
Assessor is influenced by whether they like the candidate or not
Primacy/regency effect
Assessor puts too much emphasis on information provided by first and/or last candidate
Question Types•Open - encourage full
answers
•Follow on - learn more
•Closed - useful for clarification/verification
•Leading - suggest the answer (don’t do it!)
•Don’t use hypothetical
•Behavioural - ask about past behaviour
University of Cambridge
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
University of Cambridge
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
University of Cambridge
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
University of Cambridge
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 safeUniversity of Cambridge