Recruitment Case Study
2
It soon became apparent that the new secretary was unhappy in her post. It is illegal to recruit people because of the colour of their skin or other characteristic that defines their race. Vol untary Matte rs 1 + 2 - Online learning for the voluntary sector You are h ere: Home > People > Staff > Case studies > Recruitment Home | Sitema p | Help About The Media Trust | Order videos | Feedback | Contact | Cre dits Staff People - Volunteers - Users - Trustees - Staff - Conflict resolution Money Organisation Message Search Enter s earc h Case studies Recruitment A long-established charity campaigning for social justice in an international context needed to recruit several new employees. Its young and enthusiastic staff group, conscious of their inner-city location, wanted to ensure that the workforce reflected the local community, which up to then it did not. With three posts to fill, they decided to make sure that a black can didate was appointed to the secretarial vacancy, and to make the recruitment to the two campaigns officer posts open. Accordingly, they used their equal opportunities monitoring form to shortlist only black candidates, and a relatively inexperienced young woman was appointed after she and four others were interviewed. The other posts were both filled by white men. It soon became apparent that the new secretary was unhappy in her post, and she was not able to relate well to overseas enquirers, of whom there were very many. After only four months she resigned, and dur ing her exit interview, she explained that she had found out about the decision to appoint a black person, and had felt t hat her s was a tokenist appointment. There was no incentive to do well, and in any case, nobody h ad off ered her training - they just had assumed that she would be able to relate to the organisation's international contacts. After taking advice f r om outside, the charity learnt some important lessons: It's illegal to recruit people because of the colour of their skin or other characteristic that defines their race, even if you are trying to r edress a n Introduction Overview Case stu die s - Recruitment - Dismi ss al In more depth Essentials Activities Resources
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Transcript of Recruitment Case Study
8/4/2019 Recruitment Case Study
http://slidepdf.com/reader/full/recruitment-case-study 1/2
It soon became
apparent thatthe newsecretary wasunhappy in herpost.
It is illegal torecruit peoplebecause of thecolour of theirskin or othercharacteristicthat definestheir race.
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Recruitment
A long-established charity campaigning for social justice in an international context needed to recruitseveral new employees. Its young and enthusiasticstaff group, conscious of their inner-city location,wanted to ensure that the workforce reflected thelocal community, which up to then it did not.
With three posts to fill, theydecided to make sure that a black
candidate was appointed to thesecretarial vacancy, and to makethe recruitment to the twocampaigns officer posts open.Accordingly, they used their equalopportunities monitoring form to shortlist only blackcandidates, and a relatively inexperienced youngwoman was appointed after she and four others wereinterviewed. The other posts were both filled by whitemen.
It soon became apparent that thenew secretary was unhappy in herpost, and she was not able to relatewell to overseas enquirers, of whomthere were very many. After only fourmonths she resigned, and during herexit interview, she explained thatshe had found out about the decisionto appoint a black person, and hadfelt that hers was a tokenistappointment.
There was no incentive to do well, and in any case,nobody had offered her training - they just hadassumed that she would be able to relate to theorganisation's international contacts.
After taking advice from outside, the charity learntsome important lessons:
It's illegal to recruit people because of the colourof their skin or other characteristic that definestheir race, even if you are trying to redress an
IntroductionOverview
Case studies
-Recruitment
- Dismissal
In moredepth
Essentials
Activities
Resources
8/4/2019 Recruitment Case Study
http://slidepdf.com/reader/full/recruitment-case-study 2/2
Confident thathe won the job
on merit, he isnot afraid to askfor help inperforming itbetter, andexpects to staythere for severalyears
.You need to be absolutely clear about what the job is about, and measure candidates for theirpotential to meet its requirements.People who are not appointed on their own meritsrarely succeed, and always need support.
Next time round, they developed aclear person specification,
identified a series of tests tomeasure the key criteria, and thentargeted their recruitment drive atall local people. They shortlistedboth black and white candidates,and the successful one was a blackman with extensive secretarialexperience in the developing world.
He's now doing very well, especially in handlingoverseas contacts. Confident that he won the job onmerit, he is not afraid to ask for help in performing itbetter, and expects to stay there for several years.But the charity still had the expense of recruitingtwice, when a clearer focus on the law and a better-planned campaign would have saved money and effortin the long run.
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