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Career Focus Programme Recruitment and Selection - understanding sector based approaches

Career Focus Programme Recruitment and Selection - understanding sector based approaches. 30th October 2002. www.career-focus.net. Contents. Aims and Objectives Deliver Framework Sectors Conclusion Recommendations Questions & Answers. Aims & Objectives.

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Career Focus Programme Recruitment and Selection - understanding sector based approaches

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  1. Career Focus ProgrammeRecruitment and Selection - understanding sector based approaches 30th October 2002 www.career-focus.net

  2. Contents • Aims and Objectives • Deliver Framework • Sectors • Conclusion • Recommendations • Questions & Answers

  3. Aims & Objectives • To prepare Ethnic minority graduates for the recruitment and selection of four main sectors • Enhance partnership working between private public and voluntary sectors • Provide insights into the private, public and voluntary sectors • Explore and identify wider issues around employability of Black and Asian graduates

  4. Delivery Framework • Amos Recruitment & Training and Windsor Fellowship • Steering committee • Champions and Sponsors • Professionals working within the sector

  5. Sectors The Labour Market- An Overview • Voluntary • Media • Civil Service • Banking and Finance

  6. Voluntary Sector Recruitment and Selection- Marketing Leading Organisations-NCVO, NTO • Target -Approached 38 leading employers and Agencies • Diversity-Partnership with Council for Ethnic Minority Voluntary Organisations • Attract-36% employing less than 25 people, Voluntary Sector Careers Fairs • Applications-CV's, Application forms, Networking

  7. Voluntary Sector-Selection Assessment • Interviews • Assessment centres Lessons Learnt Profile raising, Formalised recruitment process improve access and opportunity

  8. Media Sector Recruitment and Selection- Marketing Leading Organisations-DCMS,Skillset • Target -21 leading employers approachedITN,BBC,Granada,Sky • Diversity-Cultural Diversity Network • Attract-Graduate Apprenticeship

  9. Media Sector-selection Assessment • Interviews • Assessment centres-GroupExercise, interviews, presentations Lessons Learnt High volume of graduates applying for limited positions, Promotion of behind the scene roles such as animation, commercials and corporate production.

  10. Civil Service Recruitment and Selection- Marketing Leading Organisations-Cabinet Office Fast Stream • Target -25 civil service departments • Diversity-Outreach officers, Milk Rounds,focused events for ethnic minorities. • Attract-Graduate Schemes. Attract 16.5% applications from ethnic minorities

  11. Civil Service-Selection Assessment • Assessment centres- Range of assessment toolsQualifying tests,group exercise,policy exercise,management exercise, presentations, interviews. Lessons Learnt preparedness,familiarity,assessor diversity awareness,

  12. Banking and Finance Recruitment and Selection- Marketing Leading Organisations- • Target -Approached 16 leading employers including JP Morgan, UBS Warburg,Institute of Financial Services • Diversity-Investment Banks have set up a diversity network. Internal bank networks include LlyodsTsb Group Ethnic Minority Network • Attract-Milk Rounds,Open evenings, target redbrick Universities, Careers Fair

  13. Banking and Finance-Selection Assessment • Interviews-upto 12 rounds • Assessment centres Lessons Learnt A levels are currently main indicator of job performance min 24 UCAS points , Target new universities, demystify the industry

  14. Conclusions Access • Increased Outreach actives • Industry makeup • Pro-activeness of lead bodies • Inclusion of diversity in the corporate strategy Barriers • Recruiters have a lack of understanding of different cultural behaviours • Educational attainment • Norm groups sometimes do not reflect the candidate base • inappropriate interview questions • lack of networking opportunities

  15. Recommendations Improve Access • Graduates need to be better prepared for the recruitment and selection process • Representation of Black and Asian Ethnic Minorities - senior board level • Assessment materials need to ensure adverse impact by ensuring norm groups represent population • Work in partnership with community organisations Remove Barriers • Graduate Recruiters and assessors require diversity awareness training • People make value - Organisations to represent community it is serving

  16. Contact Information Amos Recruitment and Training 3.2 Lafone House The Leather Market Weston Street London SE1 8HN Tel: 0207 407 8292 Fax: 0207 407 8293 website: www.amosltd.com or www.career-focus.net email: info@career-focus.net

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