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David Bearfield

David Bearfield. Director European Personnel Selection Office (EPSO) University of Salford, UK: 1 st class BA Hons: Modern languages First Job: UK Civil Service – European Fast Stream, London.

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David Bearfield

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  1. David Bearfield Director European Personnel Selection Office (EPSO) University of Salford, UK: 1st class BA Hons: Modern languages First Job: UK Civil Service – European Fast Stream, London

  2. Jobs Sans FrontièresDavid Bearfield, Director, EPSOThe 2012 AAGE Graduate Recruitment & Development Conference November 2012

  3. European Commission Council Committee of the Regions Court of Auditors Court of Justice Data ProtectionSupervisor Ombudsman Economic &Social Committee 34 345 5000 3549 European Parliament We select staff for: 895 2015 …and many other agencies of the EU

  4. 27 Member States; • more than 650 000 candidates have participated in a selection process; • Over 720 selection processes organised; • 20k successful candidates; • 15k successful candidates recruited; • 23 language testing; • Global testing across 70 test centres; • 74,000 computer-based tests delivered in 2011. Some figures

  5. Recruitment process out-dated (1950’s) • Significant staff turnover in next decade • - Length of process (candidates & Institutions) • ‘War for talent’ • Create a positive employer brand Why change?

  6. Changing dynamics of a world in crisis - economic, political and demographic – against this backdrop are challenges: competition from other job sectors; economic austerity; changes in technology for recruitment and selection; Public sector organisations face most challenging period in history in attracting and identifying the right talent to shape, drive and develop their work; Retirement of an entire generation of civil servants over next 10 years = real need to address succession planning. Public sector - context 6

  7. European Union: faced with salary/pension cuts; Two main challenges – austerity with job cuts and impending retirement of the baby boom generation therefore need to attract the best at a time when the public sector is sometimes portrayed as root cause of current economic problems; Sector as a whole hit hard by circumstances and reputation - problem of attracting right people to the sector; Together = a tornado: necessary to take precautions for protection, to regroup and protect the working environment, to work together to put in place a viable job sector considered to be one of choice. Economic crisis forcing global public sector to rethink and redefine itself. Need for different mindset of people: question = how does the sector remodel and what exactly is the profile of those we need to take the it forward? Context

  8. EPSO Development Programme was based on the following 3 pillars: • - Planning and Needs • - Testing and Professionalism • Attractiveness and Diversity The EPSO Development Programme

  9. Introduced strategic HR planning; • Annual competition cycles; • - Speed (5 to 9/10 months). 1. Planning and Needs

  10. Winter Recruitment Assessment Centre AD Registration + Self-assessment AST Registration + Self-assessment Assessment Centre CBT / professional linguistic skills test - CV sift Recruitment Recruitment CBT Autumn Spring Assessment ADL Registration + Self-assessment CBT Summer New competition cycle

  11. Old Timeline Vs Post EDP Month18-19 Month1 Month1-3 Month6 Month15 Month20 Month21 Month23 Month24 Month9-10 Month12-13 Month0 CBT Inst identify needs Notice ofComp Published Written exams Flagging Interview a& medical exam Formal offer of employment Reserve List Admission Oral exams Reserve List Notice ofComp Published CBT – Overlapping Inst Confirm needs Admission & Assess Centre AD Cycle Reserve List Notice ofComp Published CV Sift & Assess Centre Inst Confirm needs Specialist

  12. EPSO Performance on Meeting Laureate Targets 2008-2009 2010 2011

  13. 2. Testing and Professionalism • A shift from knowledge to competency-based testing • - Competency-based testing: Introduction of Assessment Centres; • Extensive job analysis undertaken; • - Introduction of self-assessment; • - Competency based preselection in 23 languages; • Creation of a competency passport as a comprehensive feedback mechanism to candidates.

  14. Selection Procedure Overview number of months 1 9

  15. EPSO Competency Framework

  16. Assessment CentreExercises Depending on the selection procedure: Case study in the field in question Exercises relating to professional skills Oral presentation Structured interview Group exercises Practical language tests

  17. 3. Attractiveness and Diversity • Winning the war for talent; • Improve employer image of the EU; • Making the EU more relevant to today’s job seekers; • More efforts to achieve better geographical balance, and to attract people with disabilities, as well as people from different ethnic backgrounds.

  18. Employer Value Proposition is at the of all EU Careers communication Interesting and challenging work that makes a real difference for Europe The opportunity to work and travel abroad Encouraged to learn new skills and languages A lifetime of different jobs An attractive benefits package

  19. Attraction Tools Examples Social Media Facebook page has over 85,000 fans. A key tool for increasing awareness across under 35’s and in focus countries. EU Careers is now in the top 10 recruitment Facebook pages in the world. Allows us to target specific profiles, including age, nationality, education or professional background. EU Careers also on Linkedin, Twitter,YouTubeand more! Rankings 2012: - Times Top 100 in UK – straight in atnumber 56! - Trendence 500 (top employers in Europe) number 32! - GermanStaufenbiel – number 4

  20. Since 2010 - currently represented at 52 of the top European academic institutions Aim: to target young talented students and make them aware of the career opportunities at the EU Institutions EU Careers Ambassadors are appointed for one academic year and they receive training in Brussels organised by EPSO.  TASKS:  point of contact researching target groups and university media setting up mailing lists, Facebook sites posting flyers running a special mailbox relationship with career services and assist with university visitor groups if available, travelling the country representing EU Careers at careers events Liaison with EPSO, the Representations of the European Institutions in the Member states and other third parties  Attraction Tools Examples - EU Career Ambassadors

  21. Example – Tools for targeting talent Traditional print/online advert : FT & Economist Online job boards: international, profile specific Facebook, Linkedin, Twitter Facebook advertising YouTube: staff testimonials Micro site & WordPress: self-selection quiz Bloomberg pilot: target mailing to top performers in on-campus testing Networks: AEGEE and ESN

  22. Opening out • Creating and strengthening dialogue on public service provision via EPSO’s Network of HR Selection Experts in the Member States • Membership and active participation in Professional Bodies and Umbrella Organisations (CIPD, AHRMIO, …) benchmarking efficiency metrics and financial gains; • Sharing learning and findings with Scientific Community (Psychometric Society, European Association of Test Publishers) • - Cooperation and exchange of best practice with other International Organisations (UN, African Union) and HR Selection Bodies (EU-based, Canada, …)

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