Equity in Recruitment: Fair Practices for Sports Industry Careers

1. Recruitment and Selection LGB506 Industrial Placement

2. Module Aims Introduction Equality and Fairness in recruitment Job descriptions/Person specifications Application Forms Short listing • Preparing students for a career in the sports industry

3. Legislation affecting recruitment Equality Act 2010 • Age • Sex • Sexual Orientation • Gender Reassignment • Marriage/Civil Partnership • Pregnancy/Maternity • Disability • Race • Religion or Belief • Make sure you have properly prepared!

4. Equity in recruitment How is can equity in recruitment be observed? • Remove name • Remove DOB • Remove disability • Remove convictions • Offer reasonable adjustments • Objective point scoring system • What was your contribution while on placement?

5. Job descriptions and person specifications

6. Short listing • Using the application form/personal statement candidates are shortlisted. • To keep the process equitable the following steps are observed: • Remove candidates personal details • A minimum of two people shortlist • Point score against key criteria – key criteria will be taken from the person specification • Records kept to demonstrate a fair process • Typically it will be a ‘positive’ point system. • Shortlisted candidates are invited to interview

7. Recruitment Process

8. Application Forms • Majority of advertised jobs require completion of an application form (increasingly these are electronic) • Your one and only chance to tell them about you!! • Tailor to each job • Full history + no CV • Base on person specification • Use ‘further information’ • May be Competency based • Check spelling etc • Don’t underestimate the importance of your application form!

9. Recruitment Quiz

10. Reading List Cameron S, (2009). The Business Student’s Handbook: Skills for study and employment. Financial Times. Prentice Hill. Herbert I, (2004). Managing your Placement: A skills based approach. Palgrave Macmillian.