Recruitment & Selection Presented by Jane Barker Equality, Diversity and Inclusion Manager

1. Recruitment & Selection Presented by Jane Barker Equality, Diversity and Inclusion Manager

2. Getting it right Right / best person Two-way Not just an interview Within the law Equality of opportunity Positive image PR Exercise Getting it wrong Poor performance Leave Morale affected Employment Tribunal Bad publicity Expensive Effective Recruitment and Selection

3. University of Cumbria - process • Identify the vacancy • Advertising • Short listing • Pre-employment checks

4. The Process HR form: http://staff.cumbria.ac.uk/DocumentLibrary/InternalOnly/HR/Forms/PostApprovalHR1.doc Post approval form – needs grading Advert – when, where, how long Be creative – not expensive!

5. Short listing • “speed short listing” • Short listing and “right to work in the UK” – do not do it twice! • Email and short listing • Essential v’s Desirable! • Double tick scheme and short listing

6. Pre-Employment Checks • Right to work in UK – UK Border Agency • Qualifications – or equivalents • Medical Questionnaire – for roles only with requirement for “physicality” • CRB Disclosure - identity check for the successful candidate only

7. Panel activities – on the day! • Tours / Presentations – be careful / stage manage • Reasonable adjustments • There should be a gender balance in panels • University Guidelines re composition • Each panel has a Chair who is responsible for the whole process (including ensuring admin activities)

8. Validity of Selection Techniques • Job simulations • References • Aptitude tests • Astrology and graphology • Interviews • Personality questionnaires

9. Stage managing the process • Interview Preparation • Opening the Interview • Questioning Strategies – questions to avoid! • Encouraging Response and Active Listening • Retaining Control • Closing the Interview

10. Behavioural Event interviewing • Based on previous behaviours to predict future abilities • Transferrable competencies • Same core questions for all • Can “funnel down” (when, why, whom etc) • Be careful of “we” and search for “I” • Key is to know what competencies are acceptable for the role

11. Coming to a decision • Recording the process – note taking is key: • Specific • Descriptive • Factual • Limited to the selection criteria • Make a decision – based on competencies • Scoring systems • Giving feedback – SARAH Shock Anger Rejection Acceptance Help

12. 10 minute comfort break

13. Group activity • What makes an Equal Opportunities Employer? • What is the difference, if any, between Equal Opportunities and Diversity? • 5 mins to discuss in your group and then feedback to the session

14. Gender Transgender Race Age Religion or Belief (or non-belief) Pregnancy and Maternity Marriage / Civil Partnership Sexual Orientation Disability Equality legislation

15. Race and Recruitment Exposing the barriers project found that in the past 12 months (2011): • 57% of BAME applicants and 73% of white candidates were invited to interviews through a recruitment agency • 29% of BAME candidates and 44% of white candidates were offered a job when going through recruitment agencies • when applying directly to an employer, outcomes were much more equal, with 29% BAME applicants and 29% white applicants securing jobs The study found that on average the BAME job seekers were more qualified than their white counterparts.

16. (a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act; (b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; (c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it. General and Specific Duties

17. Definition of Disability Examples of Disabilities Duty to make Reasonable Adjustments Positive about Disabled logo Disability Discrimination

18. Definition of Disability 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 or is associated with someone who is disabled or is presumed to be disabled

19. Includes: Asthma Migraine Diabetes Cancer MS Hearing impairment Disabilities • Does not include: • Alcohol addiction • Nicotine addiction • Eyesight corrected by glasses

20. Duty to make reasonable adjustments • Hours of work • Pattern of work • Duties • Time taken over activities inc tests in interviewing • Interview support • Does not include employing someone to do the job for them

22. As an employer we recognise that: People who have mental health issues may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment. Whilst some people will acknowledge their experience of mental health issues in a frank and open way, others fear that stigma will jeopardise their chances of getting a job. Mindful Employer

23. Show a positive and enabling attitude to employees and job applicants with mental health issues. any recruitment check will not discriminate against the disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment. Not make assumptions that a person with a mental health problem will be more vulnerable to workplace stress or take more time off than any other employee or job applicant. Mindful Employer Charter

24. It is criminal offence to offer employment to an individual who does not have permission to work in the UK The Panel individually would be subject to the following penalties: Minimum of 6 months in prison Up to £10,000 fine each offence Asylum and Immigration Acts

25. Rehabilitation of Offenders Act (1974) Rehabilitation of Offenders Act (1974) Exceptions Order (1975) CRB checks Criminal Offences

26. Personal Data and confidentiality Computerised and paper records Right of access to personal data Short listing notes Interview / selection notes Decision forms References Data Protection Act

27. Trade Union membership / non-membership Positive Action v’s Positive Discrimination Genuine Occupational Requirements: physiology (not strength or stamina) authenticity eg in dramatic performances decency or privacy in posts where physical contact, states of undress or sanitary facilities and “living in” is required special care, supervision or attention eg for men in prison, hospitals Other issues to consider

28. Is it Legal What’s Wrong? Quiz Time

29. Any questions? Thank you