RECRUITMENT AND SELECTION

Recruitment, Selection & Appointment

The Recruitment Team’s User Guide for Recruiting Staff outlines the procedure to be followed in the recruitment of medical & non-medical staff at RCH

Linksrecruitment

http://intra.cornwall.nhs.uk/Intranet/Jobs/RCHTRecruitmentUserGuideAndDocumentation.aspx

Vacancy – need to recruit?

Manager completes request to advertise form with advert, JD, Person Spec. and KSF Outline

Email documentation to DGM

Executive Vacancy Review Group

Request to advertise info sent to recruitment team

Recruitment authorisation process (appendix 2)

Step 1 Decision to fill the vacancy

Complete ‘request to advertise’ form (appendix 1)

Vacancy advertised on NHS Jobs

Candidates apply on on-line but paper copies available if person unable to apply on-line

Step 2 Short-listing

Short-listing file emailed to manager – how to view on-line appls & any off-line applications received

Manager shortlists – max 8 per post

Return short-listing pro-forma to recruitment team

Step 3 Interview

Nominate Chair of interview panel – arrange date, times, venue

Candidates contacted (email) to arrange time of interview – by recruitment team

Interview-pack emailed to Chair of panel

Panel members record comments and scores for applicants

Step 4 – pre-employment checks

Chair responsible for registration, qualifications & identity checks

Confirm with candidate that referee details correct

Occ-Health checks – form sent to OHD

DBS if applicable – manager should check prior to interview

Step 5 - post-interview (successful / unsuccessful)

Chair contacts successful candidate & completes offer of appt form

Recruitment team send a conditional offer letter

Step 6 - Formal offer of appointment

Step 7 – Temp and Agency Staff

Step 8 – First working day

Manager’s responsibility to meet with new employee prior to Trust Corporate Induction

Protected CharacteristicsEquality Act 2010

Criteria must not discriminate directly or indirectly on grounds of:

AgeDisabilityGender reassignmentMarriage & civil partnershipPregnancy and maternityRaceReligion & beliefSexSexual orientation

JOB DESCRIPTION

Job Title To whom the post is responsible Salary (not grade) Job Summary Responsibilities Terms of Employment Need for a medical examination

prior to confirmation of any appointment Need for DBS (Disclosure & Barring Service – was CRB

Person Specification

• Experience• Qualifications• Practical & Intellectual Skills (including any special knowledge)• Training needs• Disposition, adjustment, attitude• Physical make-up• Circumstances

Attribute Essential Desirable How Identified

Experience

Qualifications

Practical &Intellectual skills

Training needs

Disposition etc

PERSON SPECIFICATION

etc

SHORTLISTING MATRIX

• Experience• Qualifications• Practical and intellectual skills (including any special knowledge)• Training• Disposition, adjustment, attitude• Physical Make-up• Circumstances

1 2 3

E E ED D D

etc

SHORTLISTING Coding of reasons for rejection can be as follows: S1 Withdrew prior to shortlisting S2 Late applicant S3 Insufficient information provided on the application form S4 Lack of appropriate qualifi cations S5 Lack of appropriate experience S6 Fails to meet other shortlisting criteria – please specif y

capability

motivation acceptability

WHY SHOULD WEAPPOINT YOU TOTHIS POST?

Capability

Experience- relevant to this post- kind, level, variety, duration- responsibility, authority, resultsQualifications- academic, professional, vocationalPersonal skills/qualities- communication (written, verbal and non-verbal)- organisation and planning- ability to work under pressure or to deadlines- initiative/capacity for self-direction- customer awareness- teamworkTechnical skill/knowledge- specific to the post (see quals & experience)

Motivation

Interest and enthusiasmKnowledge of the job- evidence of preparation for interviewRelated general knowledge- informed about professional issuesCareer choices- Opportunities taken/missedEvidence of career pathwayPersonal development- how has s/he kept up-to-date?Future plans and efforts toachieve them

EVIDENCE

• group work

Selection Tools

• interview

• presentations

• tests and profiles

Criteria Comments 1 - 4

Communication Skills

Knowledge & understanding of topic

Presentation of information – clarity, succinct, creativity

Motivation – interest / passion for topic

Values, beliefs, attitudes

Organisational skills – structure of presentation, time management

Total

Presentation – marking sheet

• Supplementary questions

Interview Questions

• Primary questions

Identify the answer - then write the question

Record questions and responses

Interview Questions

• Hypothetical

Interview Questions

• Open (- ended) questions

• Closed questions

• Probing

• Reflective

• Leading

OR simply“Tell me about...”

Interview Questions

open questions

NOT“Could you..?” or “Have you...?”

RATHER “How could you ...?” or“When have you...?” etc.

How would you…? When have you...?

How would you cope If you had to…..

Give me an example ofwhen you’ve had to copewith ….

THEORETICAL CONCRETE

What is the most important thing to remember when handling patient records?

Interview Questions

Do you consider confidentiality important when handling patient records?

How important do you consider confidentiality to be in this job?

Why is confidentiality so important in this job?

What have you learned in your job that would be useful if you were successful in getting this one?

Interview Questions

Tell me a little bit about yourself?

Tell me about your present job?

What aspects of your present job have taught you the most?