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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 programme recruitment and selection understanding sector based approaches
Career Focus ProgrammeRecruitment and Selection - understanding sector based approaches

30th October 2002

www.career-focus.net

slide2

Contents

  • Aims and Objectives
  • Deliver Framework
  • Sectors
  • Conclusion
  • Recommendations
  • Questions & Answers
aims objectives
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
Delivery Framework
  • Amos Recruitment & Training and Windsor Fellowship
  • Steering committee
  • Champions and Sponsors
  • Professionals working within the sector
sectors
Sectors

The Labour Market- An Overview

  • Voluntary
  • Media
  • Civil Service
  • Banking and Finance
voluntary sector
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
Voluntary Sector-Selection

Assessment

  • Interviews
  • Assessment centres

Lessons Learnt

Profile raising, Formalised recruitment process improve access and opportunity

media sector
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
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
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
slide11

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
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
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

slide14

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
slide15

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
slide16

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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