The document outlines the processes involved in selection and recruitment, emphasizing the importance of attracting qualified candidates and employing techniques to appoint suitable individuals. It defines key components such as job analysis, job descriptions, and person specifications, while highlighting the use of various recruitment sources and assessment methods including psychometric testing. Additionally, it provides a detailed guide on structuring interviews and the importance of record-keeping throughout the selection process.

1. Selection & Recruitment “ Hiring the right people for the right position at the right time” For more information: Lynn Tulip Assessment 4 Potential lynn@assessment4potential.com | 07801 689801 | www.assessment4potential.com

2. Definitions: Recruitment is the process which aims to attract suitably qualified candidates for a job from which it is possible to select a competent person Selection is the application of techniques with the aim of selecting and appointing a competent person.

3. Selection & Recruitment Define Source Capture Assess Hire

4. Selection & Recruitment Define Job profile Job Analysis Job description Person specification Type of worker Permanent, temp or contract Salary Selection Process Who is involved? What will happen?

5. Job Analysis Define accurately and clearly the nature and purpose of the role and the skills and attributes needed to carry it out. Job analysis is the first stage in this process. It involves asking questions and gathering information to identify the key elements of the job and the ideal characteristics of the post-holder. This analysis forms the basis of the job description and the person specification.

6. Job Description The job description outlines the role in terms of the day to day tasks and responsibilities and benefits which the post-holder is entitled to. The job description helps potential applicants to decide whether to apply for the job, and can be used to devise the advertisement and the employment contract.

7. Define the job role of Marketing Assistant

8. Person Specification A person specification is a profile of the ideal candidate for the job. It lists the essential and desirable criteria necessary to carry out the role.

9. Define the job role of Marketing Assistant

10. Recruitment Process

11. Predictive Validity for Recruitment 1 Saville Consulting WAVE Professional Styles achieved a mean section-level predictive validity coefficient of 0.32 against work performance competencies assessed by external raters 6 months later and in a sample of 108 participants. These coefficients are adjusted for criterion unreliability, but no other corrections have been applied. Predictive Accuracy 1 Popularity

12. Selection Tools Validity & Popularity

13. Assessment Methods

14. Selection & Recruitment Source Attract candidates Internal External Advertise Job Centres Recruitment Agency Networking Newspaper/journals

15. Attract Candidates Internal Notice-boards etc External Job Centres Employment Agencies Local Newspapers Trade Journals Job fairs CV or Application Form? External [cont] Engage networks of friends and colleagues Business/society meetings Internet [inc craigslist, job boards, etc] Local colleges and trade schools

16. Advertisement Check-list Salary or salary guide Whether the role is full-time or permanent or a short-term contract (if not implicitly clear from elsewhere in the advert) Oher package details or guide (pension, car etc) Explanation of recruitment process Response and application instructions [include dates] Contact details as necessary, for example, address, phone, fax, email, etc. Job and or advert reference (advert references help you analyse results from different adverts for the same job) Website address | corporate branding Quality accreditations, for example in the UK, Investor in People Equal opportunities statement Job title, Job base location Employer or recruitment agency/consultancy Succinct description of business/organization/division activity and market position and aims To whom the position reports - or other indication of where the role is in the structure Outline of job role and purpose - expressed in the 'second-person' (you, your, etc) Indication of scale, size, responsibility, time-scale, and territory of role Outline of ideal candidate profile - expressed in 'second-person' Indicate qualifications and experience required (which could be incorporated within candidate profile)

17. Handling Ad Responses State a “reply by” date in the ad. Require applicants to answer three to five basic questions in the body of their e-mail reply. This can be a first line of screening applications. Reply to all applicants via e-mail and ask them to answer a set of questions. Give a reasonable but quick turn-around time. Set up a separate and distinct e-mail address to receive applications. Notify your existing staff of the ad and provide them with instructions for handling incoming phone inquiries. A one-page information and interest form will standardize the conversations your staff has with callers .

18. Selection & Recruitment Capture Sifting matrix Experience Job competencies Knowledge Qualifications Short list Invite

19. Sifting Matrix

20. Invite Short-listed Applicants Letters of invitation Include: The process, the panel names Date, time & venue Additional assessments Information pack about the company Ask for confirmation of any special needs

21. Selection & Recruitment Assess Interview Competency based Consistent Record keeping Tests Ability Personality Ratings Score

22. Interview Prepare by: Agenda Read the application form, JD & PS Identify areas for clarification and exploration Plan the questions Identify key competency questions Prepare all paperwork for record keeping Consider what questions you might be asked by candidates

23. Competencies Competencies are tools that employers use to assess candidates suitability and performance. Competencies refer to an individual's traits or characteristics; this includes their knowledge, skills, thought patterns, aspects of self-esteem, and social roles Competency based recruitment favours diversity and inclusion as it widens the pool of candidates.

24. Examples of Competency Questions Can you give us an example that shows your leadership skills? How would you deal with a difficult customer or employee? Can you give an example of a problem which you solved? What have been your major achievements and accomplishments? Can you give an example of working well as a team member? Can you give an example of your organisational skills?

25. Structure of the Interview Introduce yourself Give some background information about the organisation and the job Structure the questions to cover all the relevant areas Ask open-ended questions Avoid leading questions Listen, and make brief notes as necessary on salient points Have a set time to include candidate questions Make sure the candidate is familiar with the terms and conditions of the job, and they are acceptable. Tell the candidate what will happen next and when to expect to hear you.

26. Psychometric, Psychological or Occupational Testing Definition: “ tools which are essentially sophisticated instruments designed to measure individual differences in a number of areas such as intelligence and ability” should be viewed more as a useful indicator rather than a definitive verdict on a person's skills or potential used in recruitment to ascertain whether or not a candidate is likely to be a good fit for a job their administration and interpretation must be carried out by qualified people

27. Psychometric Test Explained Employers use psychometric tests during recruitment Psychometric tests give some quantifiable measurement indicating whether or not candidates possess certain aptitudes and abilities that are essential for the job. Tests reveal information about skills, abilities and personality that can't be gathered from applications and interviews alone.

28. A psychometric test must be: Objective: The score must not affected by the testers’ beliefs or values Standardized: It must be administered under controlled conditions Reliable: It must minimize and quantify any intrinsic errors Predictive: It must make an accurate prediction of performance Non Discriminatory: It must not disadvantage any group on the basis of gender, culture, ethnicity, etc.

29. When to use Psychometric Tests 1 st step to narrow the field. Invite to interview if suitable level attained In conjunction with an interview Make an informed and unbiased decision about the next stage of selection Part of an assessment centre or with final interview

30. Employers Use

31. What do psychometric tests measure? Psychometric tests may measure aptitude, personality or interests Aptitude tests measure your maximum performance capacity, the other tests examine typical or preferred behaviour

32. Ability & Aptitude

33. Aptitude Tests Measure how people differ in their ability to perform or carry out different tasks. (these are the type you are most likely to find at the first stage of a selection process ).

34. Personality Questionnaires

35. Personality Questionnaires These measure how people differ in their style or manner of doing things, and in the way they interact with their environment and other people (personality)

36. Psychometric Tools can Tie the Recruitment Process Together

37. Record Keeping | Scores

38. Selection & Recruitment Hire Offer Reference checking Induction

39. Offer Offer Letter Terms & Conditions of employment Check References

40. Induction Reception Introduction to the company Terms and conditions of employment Equal opportunities policy and worker development Worker/employer relations Organisation rules Health and safety Welfare and worker benefits / facilities The job

41. Simplified Selection

42. Different Publishers

43. Hiring the right people for the right position at the right time For more information: Lynn Tulip Assessment 4 Potential lynn@assessment4potential.com | 07801 689801 | www.assessment4potential.com