Making recruitment and selection simpler – and more effective

1. Making recruitment and selection simpler – and more effective

2. Session outline • Navigate & NDC: an introduction • Approaching recruitment? Taking the time to get it right • Preparing to succeed – materials, approach, tactics • Attracting the right people, in the right way • Designing the right selection process for your business • Post-appointment: candidate care and development

3. About Navigate • Established in 2005 • Specialists in leadership recruitment and development in education and children’s services • Recruited over 150 Headteachers, Principals and LA Advisors • Offices in Leeds and London

4. About NDC Also established 2005…a good year! Over 200 public, private and charity advertising clients Specialists in cost-effective senior recruitment A few extra strings to the bow… Offices in Mytholmroyd and Macclesfield

5. What’s happening in your business? • Expansion of free places for 2 year olds • Changing role of Local Authorities • Partnerships • Greater competition • Greater accountability • Safeguarding agenda never more crucial

6. Recruitment Market • Buoyant – but with people with required skills? • EYPS: Graduate Leaders • Salary levels • Competition from other caring sectors • Barriers to entering the market: price, geography etc.

7. Thinking about your opportunity • Review your existing documentation closely • Context and characteristics of your organisation – what makes you different? • Are there any special projects in the pipeline? (e.g. expansion) • What are your key achievements? • What are the challenges and opportunities? • Do you need the ‘same again’, or somebody different?

8. Define your target market • What kind of job is your ideal candidate likely to be doing now? • What kind of setting are they likely to be working in? • What kind of salary are they likely to be paid…and will your offer attract them? • What are their motivations to apply for your post? • What are you offering that will appeal to the aspirations of your target group?

9. Attracting the right candidates • Recruiting is about understanding what makes your opportunity distinctive, and finding the people to whom it appeals • Think clearly about what the best candidates want or need, and imagine you’re talking ONLY to them • Don’t be forced into local press – there may be another way to get your message out there

10. The recruitment message • Content • Housekeeping items • Brief but effective summary of the setting • The sort of person you’re looking for and why • Must-haves, nice-to-haves • What you can offer the successful candidate – CPD / influence • Any religious commitment expected • Key dates: start, closing, interview • Key contacts: information, visit, application • Safeguarding statement

11. Application pack • A key marketing tool: will make waverers apply or walk! • Ideally available electronically • Contents • welcome • ethos, aims and current priorities • nature of the intake and the organisation of classes • staffing structure • location, buildings and grounds • parent partnerships, community links, information about the local area • Ofsted data • job description and person specification • application form

12. It’s your turn… • In groups, look at the JD and Person spec provided. Think about how you would emphasise key elements in an advert • Plan and draft your recruitment materials (hint: doesn’t have to be just an advert..)

13. Assessment methods

14. Techniques Application Form: Personal details Education and Qualifications Employment History Details/Reasons for any gaps in Education/Employment History Enhanced CRB check/declaration/Safeguarding Statement Equal Opportunities and Recruitment Monitoring Referees – approach prior to interview? Assess application against a grid (based on person spec)

15. Application Form • Indicate how your experience and skills meet the job requirements (please refer to the person specification) • What interests you most about working with children? • What attracted you to apply to Happytoes Nursery? • What would you want to see, hear and experience in a Nursery that would convince you that good practice was taking place?

16. Example of a person specification

17. Techniques Assess application against a grid (based on person spec) Structured interview for strongest applications (built on person spec with opps to explore career history) Observation (staff and children: how do candidates behave?) Tests / scenarios (what are their motivations / responses to pressure?)

18. Evaluating Applications

19. Interview • Know who is leading • Presentation? • Well devised questions (linked to Person Spec) • Follow up questions linked to individual’s application • Safeguarding questions • Closing questions

20. Successful final interviews • Clarity before the day (What can they expect? What documents need to be brought? What preparation needs completing?) • Manage the process on the day (good communication, no surprises, professionalism) • Allow some time between tasks • Feedback

21. Summary • Recruitment should be a real opportunity, not a chore • Good planning and a bit of time will make success more likely • Marketing the role: be proud of your achievements • Evaluating applications: objectivity and evidence • Meeting candidates: make sure they take away a great impression • Testing for talent: your documents are the foundation, but you can be creative!