Higher AdministrationAdministrative Services Outcome 3 Recruiting, Developing and Supporting Staff
Human Resources The Human Resources department is responsible for: • Recruitment and selection • Staff development/training • Staff support/welfare
Recruitment – the process of attracting people to apply for a job. Selection – the process of sorting and selecting a suitable employee from the applicants. Recruitment and Selection
The recruitment process Job Description • Job title • Location/department • Who the job holder is responsible to • Who the job holder is responsible for • The main purpose of the job • Specific duties and responsibilities • Salary, etc
The recruitment process cont… Person Specification • Outlines the knowledge, skills and personal attributes needed to do the job.
The recruitment process cont… Advertising the Vacancy • Internal advertising • External advertising • Direct recruitment (head-hunting) • Recruitment agencies
The recruitment process cont… To attract the right kind of applicant and in sufficient numbers will depend on: • whether accurate/essential information has been included in the information issued; • whether the right groups of people have been targeted.
Selection Methods – Application Forms and/or letters Advantages • Easy to use and match against job criteria • Designed to ensure all relevant info is asked for • Selectors see candidate’s powers of written expression
Selection Methods – Application Forms and/or letters Disadvantages • Doesn’t give a real feel for the person • Not always accurate – candidate can lie or leave things out • Could be completed by someone else
Advantages Provides a good overview of applicant Selectors can assess candidate’s writing skills Disadvantages Not always accurate – candidate can lie, exaggerate, leave things out May have been completed by someone else Selection Methods – Curriculum Vitae (CV)
Selection Methods – Tests Tests must be: • Appropriate • Valid • Reliable
Selection Methods – Tests cont… Tests can include: • Practical Tests • Medical Tests • General Ability/Aptitude Tests • Personality Tests • Psychometric Tests
Selection Methods – Tests cont… Advantages • Checks validity of candidate’s skills. • Comparison of levels of skills between candidates. • If used together can give an all-round picture of candidate.
Selection Methods – Tests cont… Disadvantages • Performance may be uncharacteristic – eg affected by nerves. • Can discriminate if not well designed • Personality tests can be unreliable.
Selection Methods – Interviews • The most common form of selection.
Selection Methods –Interviews cont… Advantages: • Opportunity to meet candidates face to face. • Opportunity to probe and question further any points of interest on the application form. • Opportunity to ask “what if” scenarios. • Opportunity for applicant to ask questions
Selection Methods –Interviews cont… Disadvantages: • Can be subjective • Interviewers may be biased • Factors outwith the candidate’s control may impair his/her performance • May not give equal chance to all candidates
Valid and Reliable Interviews • Well prepared, trained interviewers • More than one interviewer • Structure the interview • Appropriate questions • Criterion-based interviewing • Use references as back-up