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Ao2d recruitment process
- 1. The Recruitment ProcessThe right person for the right job
- 2. What do theywant to achieve? to attract candidates to employ someone to fulfil a role to pay a rate for the job
- 3. Recruitment & Selection– Legislation (law) Equal Opportunities Discrimination
- 4. Recruitment & Selection– Legislation (law) The Race Relation Act 1976 The Sex Discrimination Act 1975 (1986)
- 5. Recruitment & Selection– Legislation (law) The Disability Discrimination Act 1995 The Rehabilitation of Offenders Act 1974
- 6. Recruitment & Selection– Legislation (law) The Equal Pay Act 1970 The Employment Act 1980 (1988)
- 7. The Whole Processput out job advert filter application forms interviewing short listing selecting training
- 8. Writing the JobAdvert Ask questions to understand the details of the job What, how much, when, where, etc Temporary or permanent Does it suit requirements?
- 9. Selection Fill outan Interview Record Sheet Make decision Offer position to successful candidate Inform unsuccessful candidates
Editor's Notes
- #3 Attract candidates - sometimes by making the job look “sexy” Get the right person - they need to get the right person first time - Consider the cost to re-advertise e.g. annual salary or hourly rate Decisions will have to made how and where to advertise
- #4 Underpinning all of the aspects of Recruitment and Selection are the pieces of legislation that provide the framework of fairness and consistency within which we must work. Over the last thirty years, legislation has greatly influenced the Recruitment and Selection process. The legislation is geared to remove discrimination from the process and ensure equality of opportunity. Any selection process is designed to discriminate, but on the grounds of who has the best fit for the job on offer in terms of skills and abilities and not in terms of anything else! Discrimination means you are favouring one group over another and not providing equal opportunities for all.
- #5 Some of the legislation that applies during Recruitment and Selection The Race Relations Act 1976 This Act makes it unlawful to discriminate against a person, directly or indirectly based on race, colour, ethnic origin, nationality or national origin. The Act does not cover religion, The Sex Discrimination Act 1975 (1986) This Act covers all non-contractual areas of employment. Contractual discrimination is dealt with in the Equal Pay Act. This Act makes it unlawful to discriminate on the grounds of sex or marital status.
- #6 The Disability Discrimination Act 1995 The Act makes it unlawful to treat a person with a disability less favourably than someone else because of their disability. The Act defines disability as :"physical or mental impairment which has a substantial and long term adverse effect on a person's ability to carry out normal day to day activities." The Rehabilitation of Offenders Act 1974 This Act enables some criminal convictions to become 'spent'. This means that after a period of time has passed, the person concerned is deemed 'rehabilitated' and the conviction can be erased from their record and does not have to be declared on application forms etc. The person concerned does not need to answer any questions about it or refer to it at all once 'spent'.The length of time to 'rehabilitate' depends on the conviction and a table of requirements is given to provide guidance. The Act makes it an offence for anyone with access to criminal records to disclose spent convictions.
- #7 The Equal Pay Act 1970 This Act was amended in 1983 and complements the Sex Discrimination Act. It establishes the rights of men and women to be paid the same for doing the same, or broadly similar work. It also applies when work is different, but has been given the same value, either by the employer or an external evaluation scheme. The Act applies to full and part-time employment. The Act does not only apply to basic wages and salaries, but also to all matters covered by the contract of employment, i.e. overtime pay, shift allowances, luncheon vouchers, sick pay schemes, holidays and terms of notice. The Employment Act 1980 (1988) This Act provides protection for all employees in terms of their rights to be or not to be members of independent trade unions. It is unlawful to use this against a potential applicant at recruitment and selection.
- #8 A company looks for a successful candidate at every stage of this process
- #9 Job advertisements form an important part of the recruitment process. By proceeding in this, your company are able to communicate job vacancies to selected audience, an audience who have the qualities to fill the vacancy. There are many factors your company need to consider when advertising a job, it is important to specify: What type of job is vacant . Your company may achieve this by including the job title i.e. … or/and a brief description of the job and what it entails. Pay and conditions. The type of job the candidate is applying for determines the rate of pay. If the job is low grade, the rate of pay will be lower than that of a high-grade job. Where the will the job be advertised? In the actual store, job centre, newspaper? When? The advert needs to be advertised in the appropriate media well in advance of the closing date for applicants. Presentation of advert.
- #10 Companies will keep a formal record of interviews and keep these on file with application forms for future reference. Both the offer and the refusal are usually done in writing, and again copies of these letters are held on file.