Recruitment and Selection.

It is necessary for businesses to recruit staff in order for it to operate. A business may need staff to fill vacancies that may arise following resignation of staff, retirement or even dismissal. It may also be due to growth of a business, because if a business decides to expand, then it will require more staff to support the running of it. Also, if job roles are changed, then it may also be necessary to hire new staff, or perhaps if staff within the business are promoted, then their positions need to be filled.

To make sure that the correct people are selected for recruitment, the human resources department must put them through accurate and appropriate recruitment and selection processes. This needs to include careful consideration of the correct times and procedures of advertising jobs, assessing carefully application forms, CV’s and letters of application. Creating job descriptions and person specifications is also important to outline the functions of the job. Lastly, it is important to shortlist the candidates correctly, to ensure they are suitable for the designated job.

At Birmingham City Council, the Recruitment Team is responsible for creating and practicing first-rate recruitment and selection policies.

The team work on acquiring recruitment policies and procedures, and offering advice on this.

There are two main types of recruitment, which are internal recruitment and external recruitment. Internal recruitment involves recruiting people who are already part of the business, so it is giving them promotion to a higher position. This can give staff something to work towards, so they will work harder in order to reach their aim. It also has its advantages for the business, because it can save on costs it would usually use for training, as they would already have some knowledge of the business. The rest of the workers wouldn’t have to get used to a new person coming into the organisation, and may worry about fitting in. However, internal recruitment may cause problems with other people within the organisation, who may not like the fact that they haven’t been promoted, and the other person has. Also, the person who has been promoted will still need their old position to be filled.

The first stage of the recruitment process is discovering the need for new staff, and then producing a relevant job description. The job description is a document that lists what the job involves, and the duties and responsibilities the applicant will have. Job descriptions usually include a job title, the position within the organisation, functions and responsibilities, and perhaps what assets the applicant will be responsible for. Some job descriptions include other information like this one from a Birmingham City Council post for 16-19-liaison co-ordinator, which also includes the salary, and who to report to.

A person specification gives more details of the job, referring to the experience, skills, qualifications, training and physical attributes needed for the job. The human resources department will compare application forms to the person specification, to find the most suitable person for the job. Person specifications may be laid out like this:

An example of a person specification from Birmingham City Council is on the next page….

The next stage of recruitment and selection is advertising, as a way of communicating with possible candidates. The purpose of advertising is to find the correct people for the job, depending on their skills and experience. It is therefore necessary for advertisements to be placed in suitable places, for instance a local newspaper or job centre. The advert also needs to be written appropriately to attract the right target audience. Most job advertisements include a job title, job description, hours of work, location of the job, salary expectation, contact details, contact details, closing date for application, qualifications and experience needed and also the benefits received. Vacancies at Birmingham City Council are advertised on their website, jobcentres, newspapers and the Birmingham Voice. At there are lists of current vacancies, and also the facility of viewing job descriptions and person specifications, and also allowing the option of applying online. The website also enables people to register their details, so they can be alerted for job vacancies by email. Candidates are also able to email requests for application forms or print them off. Some departments at Birmingham City Council also post vacancies in jobcentres by contacting the jobcentre, who will then add the job to the Employment service computer system, which is then shown at all sites throughout Birmingham. Some City council vacancies are advertised through the Evening Mail on Thursdays; and all City Council vacancies will appear in a free newspaper, produced by the council and printed every two weeks, called the Birmingham Voice, which is available from jobcentres, libraries and neighbourhood offices.

Password

Confirm Password

I agree to the terms of service and privacy policy

According to Birmingham City Council, the stages of recruitment are as follows:

Vacancy arises
Job description updated and person specification written
Shortlist criteria is decided (what needs to be on the application form to get an interview)
The vacancy is circulated and application forms are sent out with a closing date.
Application forms are returned
A shortlist is drawn up by the panel, who check each application form meets shortlist criteria.
Feedback is given to those not short listed (on request)
Interview by panel
Feedback is given to those not appointed

10) Appoint the ...

This is a preview of the whole essay

According to Birmingham City Council, the stages of recruitment are as follows:

Vacancy arises
Job description updated and person specification written
Shortlist criteria is decided (what needs to be on the application form to get an interview)
The vacancy is circulated and application forms are sent out with a closing date.
Application forms are returned
A shortlist is drawn up by the panel, who check each application form meets shortlist criteria.
Feedback is given to those not short listed (on request)
Interview by panel
Feedback is given to those not appointed

10) Appoint the successful candidate and arrange induction training.

The personnel department will next need to decide on what needs to be on the application form, or even CV’s and letters of application. To receive an application form from Birmingham City Council, candidates may need to refer to the job reference number on an advertisement, and often job advertisements will have instructions on how to obtain an application form. Candidates will usually need to call a 24-hour answering service, in which they will need to state the job title, job reference number and the name and address they want the information sent to. Quite frequently, when a candidate calls the 24-hour answering service, they may be given a contact name and telephone number to speak to someone about the position before deciding to apply. Requesting application forms can also be done by audio- cassette or by using a textphone line, which is operated by each different department. If candidates contact Birmingham City Council by telephone, then they will usually receive an application form and details within five days.

Letters of application should be structured clearly, and include a reason for applying for the job, what benefits can be given to the organisation, development of training and education and also the skills that may help do the job well. The letter of application should reflect the information on the Curriculum Vitae. The CV should be honest yet impressive, detailed and presentable. It should be clearly set out with headings and sub-headings. A CV will usually include name, date of birth, contact details (address, telephone number etc.), education, training, work experience, qualifications, other achievements, interests and referees. The priority on the CV is the work experience section, so that employers can see what the candidates are capable of, and what they are used to doing.

There are various qualities needed for jobs at Birmingham City Council, as there are so many different departments and jobs. These jobs may be in education, environmental and consumer services, economic development, finance and performance review, housing, legal services, leisure and culture, neighbourhood advice and benefits, personnel, planning department, social services, transportation and urban design.

The administrative and clerical jobs support all departments of Birmingham City Council, and the requirements are often office experience, experience with ICT, and qualifications such as NVQ’s.

The care jobs are advertised with the Social Services department, Education or Housing department. When working with children, childcare qualifications or NVQ’s are necessary, and also proof of criminal records.

Catering and domestic jobs come through the Environmental and Consumer Services Department, and the Education department. A basic Food Hygiene Certificate is needed for catering jobs, although the rest of the domestic jobs don’t require any qualifications, but training can be given through the ‘Birmingham Voice’ newspaper.

Professional jobs like computer programmers require specialist experience and qualifications.

Teaching jobs need professional training, specific qualifications and experience.

Technical jobs very often require a mathematics qualification, and can sometimes provide training, which can lead to HND’s or BTEC’s

Typical application forms for Birmingham City Council look like the one on the next page, and there is also an example of the online application process.

The standards set by Birmingham City Council are for application forms to fully meet the person specification, and then if they do, then candidates will be selected for interview.

All sections of the application form must be completed clearly and with plenty of detail. Applicants must also fill in the Recruitment Monitoring section and the Data Protection Act 1998 Consent Form. If it isn’t possible for applicants to complete the application form, they are able to ask someone else to complete it for them; and disabled people have the option of sending their application by tape, providing they follow the format of the application form on their recording.

Application Form Format:

Section 1: Vacancy Details

This section is sometimes previously completed by the department, but if it hasn’t been, then applicants must refer to the job advertisement for details.

Section2: Personal Details

This section is necessary so that applicants can be contacted. It is only necessary for applicants to mention whether they have a driving licence, if that is a requirement for the job.

Section3: General Information

This section asks whether applicants are related to employees of Birmingham City Council, to ensure fair treatment. Anyone who tries to use personal contacts to further their application will be disqualified. This section also asks whether candidates would like to participate in job sharing, which is part of Birmingham City Council’s Equal Opportunity Policy, which allows two people to share a full time job.

Section 4: Arrangement for Interview

This section needs to be completed by disabled people, if they need and special requirements for interviews or work based exercises.

Section 5: Education/qualifications

Applicants need to provide details of their education; such as what school they went to, qualifications gained, training courses attended and membership to organisations and professional bodies.

Section8 and 9: Past and present, or most recent employment

This section is necessary, and if an applicant has just left school and never had a full time job, they must try and give details of work experience, part-time work, holiday work or voluntary work.

Section 10:References

Applicants will need to give names and addresses of two referees. If they have had past employment, then the first referee must be the present or most recent employer. School leavers may need to put a school headteacher or college principal as their first referee. It is also necessary to put the job title of the referee and their relationship to the applicant.

Section 11: Other Information to support your application

In this section, applicants should focus on their skills and experience, which may have come from school, college, voluntary work or hobbies. This information should be relevant to the application, and should reflect the requirements mentioned in the person specification.

Section 12: Data Protection Act 1998

Applicants will need to sign and date the application form to confirm that the information is correct; and if it is not correct, then the application will not be continued, or if the job has already been given, then the contract will be terminated. Unsuccessful candidates will have their application forms destroyed within 6 to 7 months.

After the closing date for all applications, then a panel will begin shortlisting candidates against specific shortlist criteria based on the requirements set out in the Person specification. If a person meets all the essential criteria, then they will progress on into the selection process, which may involve an interview, presentation or maybe another work-based exercise. Whether an applicant is selected for an interview, all depends on what is put on the application form.

At Birmingham City Council, a panel of two or three people, with one being the manager or supervisor, usually holds interviews. The interview questions are linked to the person specification, and sometimes an interview will include a short test or presentation.

Candidates should be given full guidance on how to get to the interview and how long it will last. Birmingham City Council guarantees that they will expenses for candidates travelling from outside the Birmingham area. Other candidates who are travelling overseas will only have their expenses paid for on point of entry unless otherwise stated.

Before the interview, the interviewer will examine the CV or application form, and distinguish any points that may need further probing. Then they should draw up a list of these points to discuss in the interview.

Equal Opportunities

Recruitment Monitoring

The Commission for Racial Equality code of practice, recommends Recruitment Monitoring, also known as Ethnic Monitoring. It can be used to monitor statistics on ethnic employment. Discrimination of any kind is illegal regarding both employment and recruitment, and so applicants who have not been selected must have their application forms and interview notes held by the business for at least 3 months.

It is essential that all Birmingham City Council applicants fill in the Recruitment Monitoring section, even those who have sent in a CV. The purpose of this section is to monitor the progress of their Equal Opportunities Employment Policy. Applicants are required to state their ethnic origin, gender, age, disabilities and employment status.

To apply for Birmingham Voluntary Service Council, applicants will need to fill in an Equal Opportunities Form, which is similar to the Recruitment Monitoring section on the application form.

Although Birmingham City Council tries their best to ensure equal opportunities, applicants need to be aware that there are some vacancies where equal opportunities don’t apply.

BIRMINGHAM CITY COUNCIL’S EQUAL OPPORTUNITIES IN EMPLOYMENT POLICY STATEMENT:

“Birmingham City Council will ensure that all existing and potential employees receive equal consideration and is committed to the elimination of unlawful or unfair discrimination on the grounds of gender, race disability, colour, ethnic and national origin, nationality, sexuality, marital status, responsibility for dependants, religion, trade union activity and age (up to 65).

It is the intention of the City Council that its workforce, at all levels, should reflect the composition of the City’s population.

To achieve this, the Council will take active and positive steps to eliminate discrimination, reduce the effects of past discrimination and to promote equality in employment.

The Council seeks to provide a positive role model for other organisations in the community. To achieve these aims the Council will continue to:

Ensure that its employment practices provide quality of opportunity for both current and prospective employees and promote a work culture that values diversity.

Use the Race Relations Act 1976, the Race Relation (Amendment) Act 2000, the Sex Discrimination Act 1975, the Disability Discrimination Act 1995, and any other appropriate legislation, as a framework for action to support initiatives.

Will work in partnership with community groups and other agencies to remove any barriers to fair and equal treatment.”

Birmingham City Council signed up to the “Two Ticks Disability Symbol”, which is operated by the Employment Service, and means that the council has agreed to comply with the five commitments relating to the employment of disabled people. The five commitments of good practice are:

To interview all applicants with a disability who meet the minimum criteria for a job vacancy- and consider them on their abilities.

To ensure there is a mechanism in place to discuss, at any time- but at least once a year- with disabled employees what they and we can do to make sure they can develop and use their abilities.

To make every effort when employees become disabled, to ensure they stay in employment.

To take action to ensure that all employees develop the appropriate level of disability awareness needed to make the commitments work.

Each year, we will review the five commitments, assess what has been achieved and plan ways to improve. Then we will let employees and the Employment Service know about progress and future plans.

Birmingham City Council also has a Positive Action Employment Strategy, which encourages different groups of people to apply for certain jobs, where they are under-represented. The strategy has various schemes, which will provide appropriate training for these people; the schemes include New Deal, Supernumerary Employment Scheme, Bridges Into the Future and Employment of young Persons Scheme.

New Deal-

To support disadvantaged unemployed groups in the labour market. Through this scheme, Birmingham City Council managed to recruit over 150 people by October 2001

Supernumerary Employment Scheme- To support people with disabilities. Every year this scheme provides temporary employment and training contracts for up to 20 disabled people, which usually last 9 months. This scheme has proved successful, and between October 1999 and November 2001, 91% of people who attended this scheme gained permanent employment.

Bridges Into the Future- To ensure a racially diverse workforce, with the main aim being to promote more black and ethnic groups to take part in long-term recruitment.

Employment of Young Persons Scheme- Offering various jobs especially for 16-18 year olds. With this scheme, 16-18 year olds are usually given 12-months work experience, leading to an NVQ qualification, and then allowing them to apply for jobs at the council.

Members of Birmingham City Council’s Human Resources department may find a recruitment policy an important document to refer to, particularly useful for new members of the department.

These policies include:

Who is able to deal with recruitment?

Internal and external recruitment processes

Information on job descriptions

Information on person specifications

Advertising

Equal opportunities policies

How to deal with applications?

Information on paying expenses

Interviewing

References

Medical testing

Dealing with unsuccessful candidates

Many companies incorporate or base their recruitment policies on the Recruitment Code, which was created by the Institute of Personnel and Development.

When choosing candidates for a job, it is important for employers to remember the laws involved in recruitment.

The Equal Pay Act (EPA) was introduced in 1970, to allow women to receive the same amount of pay as men for the same types of work. The Equal Pay Act is responsible for sick pay, fringe benefits, pension schemes and redundancy payments.

In 1995 the Sex Discrimination Act came into force, preventing any sort of discrimination relating to gender or marital status. The act is based on direct and indirect discrimination. Direct discrimination would be applying requirements differently to either men or women, to advantage one of them.

Indirect discrimination may or may not be intentional, but it makes requirements harder to achieve for either men or women.

The Sex Discrimination Act does not apply for:

Jobs that have to be carried out by one specific sex.

Jobs that require privacy. E.g. toilet attendant

Jobs in countries which have laws that require certain sexes to do certain jobs.

In 1976, the Race Relations Act was introduced, and is very similar to the Sex Discrimination Act, because they both deal with direct and indirect discrimination and victimisation.