2. Recruitment & Selection – Process
Improvement
History
•Analyse survey data – what works, what doesn’t
•Identify key themes, e.g.;
– Paper-based process
– Document insecurity
– Time consuming
•Develop a project charter
3. Alignment to UoN Strategy
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“NeW Directions” Strategic Plan 2013-2015
Future Workforce Plan
Campus, Capital & IT Plan
UoN Values
Highlights:
FWP1.1 “recruit and retain outstanding academic and professional staff
from across the globe through a competitive search process”
FWP2.4 “optimise the efficiency and effectiveness of admin tasks and
ensure clear responsibility and accountability”
CCITP1.3 “streamline core systems and processes”
CCITP1.4 “adopt emerging technology to support flexible user access
through a range of devices”
4. Change Process Identification
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Breakdown R&S process into tasks
Map the process (as is / to be)
Delve further into survey data – niche groups, qualitative data
Competitor analysis – other universities and EoC org’ns
Research options, future trends
Identify key stakeholders and opportunities for collaboration
Ensure compliance with corporate governance and continued
alignment with strategic direction
• Identify opportunities for innovation and EoC capability
• Develop project management plan, budget and schedule
• Identify opportunities for feedback
5. Change Process Implementation
Example: Harnessing Technology
•QR codes in print advertising
•Careers portals improved and mobile optimised
•Smartphone / tablet app
•Social recruiting (e.g. Facebook, Twitter, LinkedIn, etc)
•Improved selection tools and testing
•Tech-savvy approach to interviewing (e.g. iPads)
Editor's Notes
Niche groups, e.g. employees less than 6 months, exit interviews, unsuccessful candidates. What were their expectations of the process? Were they met? How do they feel afterwards? How do they think the process could be improved?
Selection tools – specific and relevant to each position – psychometric testing, aptitude testing, general literacy and numeracy, verbal reasoning
iPads for interviews – using the e-recruitment system to develop smart forms so that the interviews can be conducted with each panel member using an iPad by simply selecting the behaviour trait from the list they’re looking for for each specific question as the candidate provides their answer. Also room for comments.
Means increased attention and eye-contact with candidate
Focuses the panel member to breakdown their answer to isolate the behaviour required for the position
Records all responses within the master recruitment file
Ability to rate candidate immediately and scores are averaged amongst selection panel
Increases employer branding as projects the innovative and high-tech image of UoN
Augmented reality ads – mobile technology that recognises real images and symbols and delivers digital content, such as videos, in real time. Currently in use in lots of print media, e.g. magazines like BH&G, AWW, etc, with programs such as Aurasma and Genie
