Career focus programme recruitment and selection understanding sector based approaches
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Career Focus Programme Recruitment and Selection - understanding sector based approaches. 30th October 2002. www.career-focus.net. Contents. Aims and Objectives Deliver Framework Sectors Conclusion Recommendations Questions & Answers. Aims & Objectives.

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Career Focus ProgrammeRecruitment and Selection - understanding sector based approaches

30th October 2002

www.career-focus.net


Contents

  • Aims and Objectives

  • Deliver Framework

  • Sectors

  • Conclusion

  • Recommendations

  • Questions & Answers


Aims & Objectives

  • To prepare Ethnic minority graduates for the recruitment and selection of four main sectors

  • Enhance partnership working between private public and voluntary sectors

  • Provide insights into the private, public and voluntary sectors

  • Explore and identify wider issues around employability of Black and Asian graduates


Delivery Framework

  • Amos Recruitment & Training and Windsor Fellowship

  • Steering committee

  • Champions and Sponsors

  • Professionals working within the sector


Sectors

The Labour Market- An Overview

  • Voluntary

  • Media

  • Civil Service

  • Banking and Finance


Voluntary Sector

Recruitment and Selection- Marketing

Leading Organisations-NCVO, NTO

  • Target -Approached 38 leading employers and Agencies

  • Diversity-Partnership with Council for Ethnic Minority Voluntary Organisations

  • Attract-36% employing less than 25 people, Voluntary Sector Careers Fairs

  • Applications-CV's, Application forms, Networking


Voluntary Sector-Selection

Assessment

  • Interviews

  • Assessment centres

    Lessons Learnt

    Profile raising, Formalised recruitment process improve access and opportunity


Media Sector

Recruitment and Selection- Marketing

Leading Organisations-DCMS,Skillset

  • Target -21 leading employers approachedITN,BBC,Granada,Sky

  • Diversity-Cultural Diversity Network

  • Attract-Graduate Apprenticeship


Media Sector-selection

Assessment

  • Interviews

  • Assessment centres-GroupExercise, interviews, presentations

    Lessons Learnt

    High volume of graduates applying for limited positions, Promotion of behind the scene roles such as animation, commercials and corporate production.


Civil Service

Recruitment and Selection- Marketing

Leading Organisations-Cabinet Office Fast Stream

  • Target -25 civil service departments

  • Diversity-Outreach officers, Milk Rounds,focused events for ethnic minorities.

  • Attract-Graduate Schemes. Attract 16.5% applications from ethnic minorities


Civil Service-Selection

Assessment

  • Assessment centres- Range of assessment toolsQualifying tests,group exercise,policy exercise,management exercise, presentations, interviews.

    Lessons Learnt

    preparedness,familiarity,assessor diversity awareness,


Banking and Finance

Recruitment and Selection- Marketing

Leading Organisations-

  • Target -Approached 16 leading employers including JP Morgan, UBS Warburg,Institute of Financial Services

  • Diversity-Investment Banks have set up a diversity network. Internal bank networks include LlyodsTsb Group Ethnic Minority Network

  • Attract-Milk Rounds,Open evenings, target redbrick Universities, Careers Fair


Banking and Finance-Selection

Assessment

  • Interviews-upto 12 rounds

  • Assessment centres

    Lessons Learnt

    A levels are currently main indicator of job performance min 24 UCAS points , Target new universities, demystify the industry


Conclusions

Access

  • Increased Outreach actives

  • Industry makeup

  • Pro-activeness of lead bodies

  • Inclusion of diversity in the corporate strategy

    Barriers

  • Recruiters have a lack of understanding of different cultural behaviours

  • Educational attainment

  • Norm groups sometimes do not reflect the candidate base

  • inappropriate interview questions

  • lack of networking opportunities


Recommendations

Improve Access

  • Graduates need to be better prepared for the recruitment and selection process

  • Representation of Black and Asian Ethnic Minorities - senior board level

  • Assessment materials need to ensure adverse impact by ensuring norm groups represent population

  • Work in partnership with community organisations

    Remove Barriers

  • Graduate Recruiters and assessors require diversity awareness training

  • People make value - Organisations to represent community it is serving


Contact Information

Amos Recruitment and Training

3.2 Lafone House

The Leather Market

Weston Street

London

SE1 8HN

Tel: 0207 407 8292

Fax: 0207 407 8293

website: www.amosltd.com or www.career-focus.net

email: [email protected]


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