Higher Administration Administrative Services

1
Higher AdministrationAdministrative Services

• Outcome 3
• Recruiting, Developing and Supporting Staff

2
Human Resources

• The Human Resources department is responsible
  for
• Recruitment and selection
• Staff development/training
• Staff support/welfare

3
Recruitment and Selection

• Recruitment the process of attracting people to
  apply for a job.

• Selection the process of sorting and selecting
  a suitable employee from the applicants.

4
The recruitment process

• Job Description
• Job title
• Location/department
• Who the job holder is responsible to
• Who the job holder is responsible for
• The main purpose of the job
• Specific duties and responsibilities
• Salary, etc

5
The recruitment process cont

• Person Specification
• Outlines the knowledge, skills and personal
  attributes needed to do the job.

6
The recruitment process cont

• Advertising the Vacancy
• Internal advertising
• External advertising
• Direct recruitment (head-hunting)
• Recruitment agencies

7
The recruitment process cont

• To attract the right kind of applicant and
• in sufficient numbers will depend on
• whether accurate/essential information has been
  included in the information issued
• whether the right groups of people have been
  targeted.

8
The selection process
9
Selection Methods Application Forms and/or
letters

• Advantages
• Easy to use and match against job criteria
• Designed to ensure all relevant info is asked for
• Selectors see candidates powers of written
  expression

10
Selection Methods Application Forms and/or
letters

• Disadvantages
• Doesnt give a real feel for the person
• Not always accurate candidate can lie or leave
  things out
• Could be completed by someone else

11
Selection Methods Curriculum Vitae (CV)

• Advantages
• Provides a good overview of applicant
• Selectors can assess candidates writing skills

• Disadvantages
• Not always accurate candidate can lie,
  exaggerate, leave things out
• May have been completed by someone else

12
Selection Methods Tests

• Tests must be
• Appropriate
• Valid
• Reliable

13
Selection Methods Tests cont

• Tests can include
• Practical Tests
• Medical Tests
• General Ability/Aptitude Tests
• Personality Tests
• Psychometric Tests

14
Selection Methods Tests cont

• Advantages
• Checks validity of candidates skills.
• Comparison of levels of skills between
  candidates.
• If used together can give an all-round picture of
  candidate.

15
Selection Methods Tests cont

• Disadvantages
• Performance may be uncharacteristic eg affected
  by nerves.
• Can discriminate if not well designed
• Personality tests can be unreliable.

16
Selection Methods Interviews

• The most common form of selection.

17
Selection Methods Interviews cont

• Advantages
• Opportunity to meet candidates face to face.
• Opportunity to probe and question further any
  points of interest on the application form.
• Opportunity to ask what if scenarios.
• Opportunity for applicant to ask questions

18
Selection Methods Interviews cont

• Disadvantages
• Can be subjective
• Interviewers may be biased
• Factors outwith the candidates control may
  impair his/her performance
• May not give equal chance to all candidates

19
Valid and Reliable Interviews

• Well prepared, trained interviewers
• More than one interviewer
• Structure the interview
• Appropriate questions
• Criterion-based interviewing
• Use references as back-up