Answer the following questions.
Is there a need for this job role?
Can the work required be done by others in the organisation, or outsourced?
Have the job role’s purpose and duties changed?
If yes, then…
| || |
The job role must be clearly defined.
Write an updated Job Description, to include the responsibilities and objectives of the role.
Create a Person Specification that links directly to the job role.
This states the necessary and desirable criteria for selection, which must be clear, demonstrable and avoid bias in wording.
Collate an information package appropriate for the post.
Job description and person specification
overview of PVCSE
project details or funder’s requirements (if appropriate)
terms and conditions of employment including salary, probationary period and annual leave entitlements
Design the advert
ensure it contains clear and accurate information about the organisation and the role, including
The job description and person specification
The job location
The type of employment offered
The organisation’s core activities and values
The rewards and benefits package, including flexible working where available
Details of how to apply and the deadline.
Attracting candidates Using multiple methods widens the talent pool
other professional networking sites such as LinkedIn
specific outlets to groups not normally recruited e.g. disability magazines, armed forces organisations etc
internal talent pool.
Applications. Applications are via application form. All applications must be treated in the strictest confidence.
Increased use of technology offers great alternatives for potential candidates to apply for a role e.g. a pre-recorded video submission and these should be encouraged.
Only application forms or other agreed submissions received by the closing date and time will be accepted for consideration.
| || || |
The Selection Process
| || |
Appropriate selection procedures
sample presentation topics
All papers must be collated and kept on file.
All related paperwork should be marked “private & confidential” and filed in an appropriate place in line with GDPR requirements.
Minimum two people. A chair or convenor will be selected.
Applicants must be chosen against the Person Specification.
Those candidates selected will be invited for interview. Unsuccessful candidates will be informed that they have not been shortlisted.
Minimum three people
It is the responsibility of the chair/convenor to record (in writing) the reasons why an applicant is not shortlisted.
At least one week prior to the interview
- copies of application forms / CVs (where this has been decided as the best selection method i.e. for short term or specialist tasks – PVCSE Associates)
- blank interview report and scoring forms;
- a copy of the job advertisement;
- a copy of the job description and person specification.
Structured interview questions.
must be prepared in advance, so that interview can be conducted systematically and minimise the risk of unconscious bias.
ask candidate to let them know if they need any adjustments or have specific access requirements to attend an interview or undertake a test.
At the interview.
the Chair/convenor will make introductions and explain the process, including notetaking and scoring, and will ensure that the final decisions and scores are collated and summarised, to explain decisions made. It is the responsibility of all those on the panel to ensure that Equal Opportunities legislation is strictly adhered to, with no discrimination shown on any grounds.
The panel will decide who informs candidates of decisions.
The successful candidate should be notified verbally as soon as possible, to agree a start date and clarify the starting salary.
The offer must be conditional on any pre-employment check being completed.
The panel will then decide who and how to inform unsuccessful candidates with the outcome of their interview within two working days. Feedback must be made available on request.
Before an offer of employment is made, POP must check that the candidate has the right to live and work in the UK and that they have the appropriate qualifications and credentials.
The line manager then requests references from two previous employers.
Where a DBS check is needed, the online system is used.
Letter of appointment
A letter of appointment should be sent to the successful candidate, once the verbal offer has been accepted, within one week.
Admin set up
The line manager will then create a personnel file for the new member of staff.
The line manager, in conjunction with other staff, and where appropriate PVCSE trustees will create an individual programme of induction for the new start which will be arranged and agreed at least one week before the appointee commences.