Chief Officer Recruitment Process Executive Director s Guide

Transcription

1 Chief Officer Recruitment Process Executive s Guide Introduction All Chief Officer recruitment is managed and administered by Corporate Services HR. To ensure consistency of process across the Council all Chief Officer Recruitment will be coordinated centrally within the HR Direct team. This high level process highlights the various roles and responsibilities from the starting point of confirming the need to recruit to making an offer of employment. According to the British Psychological Society, the use of multiple selection tools in recruitment and selection increases the reliability and validity of appointment decisions. An Assessment Centre approach is recommended for more senior roles (suggested FC10 and above) and high volume recruitment, as research confirms that assessing candidates using multiple selection techniques provides a more accurate predictor of performance and ability. A standardised and consistent format for assessments also ensures that each candidate is provided with exactly the same opportunity to show their suitability for the vacant position. For Chief Executive/Executive, the team (HR) will support the recruitment process. For Heads of Service and all other Chief Officer posts, the relevant Business Partner (HR) will support the recruitment process. This document should be read in conjunction with the Council s RS11 procedure. Produced by Fife Council Human Resources Section 9 April 2014: Issue Number 3.0 Fife Council March 2014 Page 1 of 5 RS31

2 Chief Officer Recruitment Process Action: Preparing to Recruit After the Manager has identified need and has decided to initiate the process, an initial meeting needs to be arranged with the relevant parties to discuss the recruitment plan. Arrange appointments sub-committee short-listing and interview date with the (CA). CA will confirm elected members on the selection panel. Executive /HR / Confirm who will be the HR representative on the selection panel. The dates for short-listing and interview will drive the schedule for the rest of the process: Produce recruitment timeline (includes short-listing, interview and closing date of posting) Book all interview, preparation rooms and equipment for the day Confirm interview date for Chief Officer medical with Occupational Health provider Complete Advertising Approval and External Advertising Request Form Approval of forms required by Executive Source previous pack/advert for reference point Finalise Job Information Pack Obtain relevant Service information and structure if appropriate for inclusion in pack Advise and gain decision on which selection techniques are to be undertaken Agree closing date of psychometrics Asst / Fife Council March 2014 Page 2 of 5 RS31

3 Action: Preparing to Recruit Agree advertising media Produce draft of job advert Where applicable, HR Direct Recruitment team to submit draft advert to agency for proof, cost estimates and branding Resourcing Team/Executive HR Direct Recruitment Team Once all of the above has been completed, agreed and approved, the completed pack should be sent via to the HR Direct Recruitment Team for posting on the relevant media, at least 7 days before the job goes live. Executive Action: Selection Methods Agree standard interview questions and presentation topic (if relevant) After closing date, produce candidate summaries for submission to panel members for short-listing meeting. Candidate summaries, short listing schedule, copy of application forms and copy of job application pack should be with either or Senior Manager (Democratic Services) at least one week before the shortlisting meeting so that the panel have sufficient time to review the candidate s application. Issue Agenda for short-listing meeting. Asst Compile pack for panel members e.g. selection tools such as presentation topic, interview questions, psychometrics and candidate summary sheet. If need be, liaise with regarding pack. / Fife Council March 2014 Page 3 of 5 RS31

4 Action: Selection Methods After short-listing meeting, to issue interview timetable. Short-listed candidate names to be submitted to HR Management : Interview invite letters (enclosing The Asylum and Immigration Act leaflet, interview expense claim form and OPQ Personality Questionnaire paragraph) prepared and issued. Relocation Expenses policy issued, if required. * (See below how to access forms on FISH) References requested enclosing Job Profile and Person Specification and reference form addresses of candidates secured for online psychometrics Candidate addresses to be sent to Resourcing team for organising online psychometrics Set-up online psychometrics and launch project for candidates. Candidates should have at least 7 days to complete the assessments Phone and all candidates to advise them that they will be receiving an from SHL with their user-name and password to complete the assessments Unsuccessful letters issued Resourcing team to prepare psychometric analysis and discuss results with BP/Hiring Manager at least one week before date of interview HR Mgmt Team Support Resourcing Team/HR/ Executive Agree any supplemental questions based on results of psychometrics Psychometric reports to be sent to resentative Interview Assessment Sheet to be produced for each candidate to populate psychometric results on each candidate interview assessment sheet Presentation/Question sheet for panel members and presentation topic sheet for candidates to be produced Issue Presentation topic/written exercise sheet to HR Management Support so that they have copies to hand to candidate at start of preparation time. Produce Final Selection Record Form Asst Fife Council March 2014 Page 4 of 5 RS31

5 Action: Selection Methods Organise and manage candidate timetable on the interview day: In advance of interview day inform relevant reception of candidate names and who to contact on arrival Ensure preparation room and interview room are resourced with correct equipment e.g. laptop, memory sticks, flip chart, Pens etc Manage timings for presentation/written exercise preparation Copy ID provided by candidates Escort candidates and appropriate presentation media from preparation room to interview room HR panel member to ensure candidate(s) attend Occupational Health assessment HR panel member to escort candidates to exit/reception after interview Note finish time and inform team support assistant Successful candidate details to be communicated by HR representative as soon as possible after the decision has been made to: for conditional offer (subject to pre-employment checks) and unsuccessful letters. Inform who has been appointed, grade and what time the finished HR Outcome of pre-employment health screening to be confirmed with HR. Any appointment to be conditional upon satisfactory pre-employment health screening. Interview and psychometric feedback to candidates Copy of psychometric assessment reports sent to candidates Asst Fife Council March 2014 Page 5 of 5 RS31