Making recruitment and selection simpler – and more effective

Session outline

Navigate & NDC: an introduction

Approaching recruitment? Taking the time to get it right

Preparing to succeed – materials, approach, tactics

Attracting the right people, in the right way

Designing the right selection process for your business

Post-appointment: candidate care and development

About Navigate

Established in 2005

Specialists in leadership recruitment and development in education and children’s services

Recruited over 150 Headteachers, Principals and LA Advisors

Offices in Leeds and London

About NDC

Also established 2005…a good year!

Over 200 public, private and charity advertising clients

Specialists in cost-effective senior recruitment

A few extra strings to the bow…

Offices in Mytholmroyd and Macclesfield

What’s happening in your business?

Expansion of free places for 2 year olds

Changing role of Local Authorities

Partnerships

Greater competition

Greater accountability

Safeguarding agenda never more crucial

Recruitment Market

Buoyant – but with people with required skills?

EYPS: Graduate Leaders

Salary levels

Competition from other caring sectors

Barriers to entering the market: price, geography etc.

Thinking about your opportunity

Review your existing documentation closely

Context and characteristics of your organisation – what makes you different?

Are there any special projects in the pipeline? (e.g. expansion)

What are your key achievements?

What are the challenges and opportunities?

Do you need the ‘same again’, or somebody different?

Define your target market

What kind of job is your ideal candidate likely to be doing now?

What kind of setting are they likely to be working in?

What kind of salary are they likely to be paid…and will your offer attract them?

What are their motivations to apply for your post?

What are you offering that will appeal to the aspirations of your target group?

Attracting the right candidates

Recruiting is about understanding what makes your opportunity distinctive, and finding the people to whom it appeals

Think clearly about what the best candidates want or need, and imagine you’re talking ONLY to them

Don’t be forced into local press – there may be another way to get your message out there

The recruitment message

Content Housekeeping items Brief but effective summary of the setting The sort of person you’re looking for and why Must-haves, nice-to-haves What you can offer the successful candidate – CPD / influence Any religious commitment expected Key dates: start, closing, interview Key contacts: information, visit, application Safeguarding statement

Application pack

A key marketing tool: will make waverers apply or walk! Ideally available electronicallyContents

welcome ethos, aims and current priorities nature of the intake and the organisation of classes staffing structure location, buildings and grounds parent partnerships, community links, information about the local area Ofsted data job description and person specification application form

It’s your turn…

In groups, look at the JD and Person spec provided. Think about how you would emphasise key elements in an advert

Plan and draft your recruitment materials (hint: doesn’t have to be just an advert..)

Assessment methods

Techniques

Application Form:

Personal details

Education and Qualifications

Employment History

Details/Reasons for any gaps in Education/Employment History

Enhanced CRB check/declaration/Safeguarding Statement

Equal Opportunities and Recruitment Monitoring

Referees – approach prior to interview?

Assess application against a grid (based on person spec)

Application Form

Indicate how your experience and skills meet the job requirements (please refer to the person specification)

What interests you most about working with children?

What attracted you to apply to Happytoes Nursery?

What would you want to see, hear and experience in a Nursery that would convince you that good practice was taking place?

Example of a person specification

Techniques

Assess application against a grid (based on person spec)

Structured interview for strongest applications (built on person spec with opps to explore career history)

Observation (staff and children: how do candidates behave?)

Tests / scenarios (what are their motivations / responses to pressure?)

Evaluating ApplicationsQuals Leadership

experienceKnowledge of 0-3 curriculum

Communication skills

Safeguarding

M Small NNEB Deputy Manager

Strong evidence

Very long application – often repetitive at times

Has attended training, designated staff member

D Khan NVQ Level 3

Key workerNo people management experience

Strong evidence

Well written application- responds to the person spec

Has attended training and highlights knowledge of new guidance

T Forbes EYPS Early years practitioner and room supervisor

Does not refer to this in application

Succinct application- would have benefitted from closer fit to PS

Does not refer to in application

Interview

Know who is leading

Presentation?

Well devised questions (linked to Person Spec)

Follow up questions linked to individual’s application

Safeguarding questions

Closing questions

Successful final interviews

Clarity before the day (What can they expect? What documents need to be brought? What preparation needs completing?)

Manage the process on the day (good communication, no surprises, professionalism)

Allow some time between tasks

Feedback

Summary

Recruitment should be a real opportunity, not a choreGood planning and a bit of time will make success more

likelyMarketing the role: be proud of your achievementsEvaluating applications: objectivity and evidenceMeeting candidates: make sure they take away a great

impressionTesting for talent: your documents are the foundation,

but you can be creative!