RECRUITMENT AND SELECTION

1. RECRUITMENT AND SELECTION

2. Recruitment, Selection & Appointment The Recruitment Team’s User Guide for Recruiting Staff outlines the procedure to be followed in the recruitment of medical & non-medical staff at RCH Links recruitment http://intra.cornwall.nhs.uk/Intranet/Jobs/RCHTRecruitmentUserGuideAndDocumentation.aspx

3. Vacancy – need to recruit? Recruitment authorisation process (appendix 2) Manager completes request to advertise form with advert, JD, Person Spec. and KSF Outline Email documentation to DGM Executive Vacancy Review Group Request to advertise info sent to recruitment team

4. Step 1Decision to fill the vacancy Complete ‘request to advertise’ form (appendix 1) Vacancy advertised on NHS Jobs Candidates apply on on-line but paper copies available if person unable to apply on-line

5. Step 2Short-listing Short-listing file emailed to manager – how to view on-line appls & any off-line applications received Manager shortlists – max 8 per post Return short-listing pro-forma to recruitment team

6. Step 3 Interview Nominate Chair of interview panel – arrange date, times, venue Panel members record comments and scores for applicants Candidates contacted (email) to arrange time of interview – by recruitment team Interview-pack emailed to Chair of panel

7. Step 4 – pre-employment checks Chair responsible for registration, qualifications & identity checks DBS if applicable – manager should check prior to interview Confirm with candidate that referee details correct Occ-Health checks – form sent to OHD

8. Step 5- post-interview (successful / unsuccessful) Chair contacts successful candidate & completes offer of appt form Recruitment team send a conditional offer letter

9. Step 6 - Formal offer of appointment Step 7 – Temp and Agency Staff Step 8 – First working day Manager’s responsibility to meet with new employee prior to Trust Corporate Induction

10. Protected Characteristics Equality Act 2010 Criteria must not discriminate directly or indirectly on grounds of: Age Disability Gender reassignment Marriage & civil partnership Pregnancy and maternity Race Religion & belief Sex Sexual orientation

12. Person Specification • Experience • Qualifications • Practical & Intellectual Skills • (including any special knowledge) • Training needs • Disposition, adjustment, attitude • Physical make-up • Circumstances

13. PERSON SPECIFICATION Attribute Essential Desirable How Identified Experience Qualifications Practical & Intellectual skills Training needs Disposition etc etc

14. SHORTLISTING MATRIX 1 2 3 • Experience • Qualifications • Practical and • intellectual skills • (including any • special knowledge) • Training • Disposition, • adjustment, • attitude • Physical Make-up • Circumstances E D E D E D etc

16. capability motivation acceptability

17. WHY SHOULD WE APPOINT YOU TO THIS POST? Capability Experience - relevant to this post - kind, level, variety, duration - responsibility, authority, results Qualifications - academic, professional, vocational Personal skills/qualities - communication (written, verbal and non-verbal) - organisation and planning - ability to work under pressure or to deadlines - initiative/capacity for self-direction - customer awareness - teamwork Technical skill/knowledge - specific to the post (see quals & experience) Motivation Interest and enthusiasm Knowledge of the job - evidence of preparation for interview Related general knowledge - informed about professional issues Career choices - Opportunities taken/missed Evidence of career pathway Personal development - how has s/he kept up-to-date? Future plans and efforts to achieve them EVIDENCE

18. Selection Tools • interview • presentations • tests and profiles • group work

19. Presentation – marking sheet

20. Interview Questions • Primary questions • Supplementary questions

21. Interview Questions Identify the answer - then write the question Record questions and responses

22. Interview Questions • Open (- ended) questions • Closed questions • Probing • Reflective • Hypothetical • Leading

23. Interview Questions open questions NOT “Could you..?” or “Have you...?” “How could you ...?”or “When have you...?”etc. RATHER OR simply “Tell me about...”

24. How would you…? When have you...? How would you cope If you had to….. Give me an example of when you’ve had to cope with …. THEORETICAL CONCRETE

25. Interview Questions Do you consider confidentiality important when handling patient records? How important do you consider confidentiality to be in this job? Why is confidentiality so important in this job? What is the most important thing to remember when handling patient records?

26. Interview Questions Tell me a little bit about yourself? Tell me about your present job? What aspects of your present job have taught you the most? What have you learned in your job that would be useful if you were successful in getting this one?