Values based recruitment selection Attitude values prioritised over

Values based recruitment & selection

Attitude & values prioritised over everything else, including experience & qualifications…

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/RCHTRecruitm ent. User. Guide. And. Documentation. aspx

Step 1. Identify and advertise a vacancy Vacancy Review Group (VRG) - Divisional – approval to proceed Recruiting Manager responsible for JD and Person Spec for the post. Any amendments to JD may need to go to A 4 C Panel Request to advertise form completed and sent to recruitment team Vacancy advertised on NHS Jobs

Step 2 email 1 Shortlisting file – how to view on-line applications & any off-line applications received Manager shortlists – max 8 per post Short-listing email 2 details of applicants who have declared a disability Best Practice 2 members of panel shortlist Return short-listing pro-forma to recruitment team

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

Chair of Panel - checklist Documentation returned to Recruitment Team Candidates – same amount of time, similar questions asked Interview expenses forms – send to Payroll / Finance Ensure identity checked & proof of address Check ‘referee details’ Arrange to contact successful / unsuccessful candidates Candidates with a disability – awareness of questions used

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

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

Step 6 Formal offer of appointment Formal letter sent after pre-employment checks – (‘subject to’ if waiting for DBS checks) – if any unsatisfactory, offer of appt can be withdrawn Personal file sent to Recruiting manager – contains set information

Step 7 Temp and Agency Staff Step 8 First working day Manager’s responsibility to meet with new employee prior to Trust Corporate Induction Employee signs appointment form Returns signed contract of employment Name Badge form Patient Confidentiality form

Why are only 7. 8% of BME people appointed to clinical roles? Percentage success rate of the recruitment process by ethnicity Clinical Total 10, 138 Ethnicity Applied % Shortlisted % White 8, 659 85. 4% 4062 46. 9% 655 16. 1% 7. 56% BME 1275 12. 6% 335 26. 2% 26 7. 8% 2. 03% Undisclosed 203 2. 0% 121 60% 29 24% 14. 28% Appointed % from s/l % fr app

Why are only 10% of BME people appointed to non-clinical roles? Percentage success rate of the recruitment process by ethnicity Total Non-Clinical 10, 389 Ethnicity Applied % Shortlisted % White 9, 623 92. 6% 2311 24. 0% 287 12. 4% 3. 0% BME 646 6. 2% 92 14. 2% 9 10% 1% Undisclosed 120 1. 2% 43 35. 8% 11 25. 6% 9. 16 Appointed % from s/l % fr app

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 Sexual orientation

Values throughout? Essential Aptitude & Personal Qualities Caring Motivated Compassionate Sympathetic Patience Reliable Polite & Friendly Approachable Professional Honest Able to cope with emotionally stressful situations Values, Drivers Ability to demonstrate our organisational values & behaviours: • Caring about what we do • Respecting & Valuing each other • Listening in order to improve (always seeking to improve) • Always doing what we can to be helpful Committed to putting the patient first & Motivators

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

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

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

capability motivation acceptability

WHY SHOULD WE APPOINT YOU TO THIS POST? Motivation Capability E C N E D I V 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) E 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

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

Presentation – marking sheet Criteria 1 -4 Comments Communication Skills Knowledge & understanding of topic Presentation of information – clarity, succinct, creativity Motivation – interest / passion for topic Values, beliefs, attitudes Organisational skills – structure of presentation, time management Total

Interview Questions • Primary questions • Supplementary questions

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

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

Theoretical Concrete How would you …. ? When have you …. ? How would you cope if you had to deal with …? Give me an example of when you have had to cope with …?

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?

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?

Give me an example of a time that you felt you went above and beyond the call of duty at work. Tell me about a time when you had to give someone difficult feedback. How did you handle it? If I were your supervisor and asked you to do something that you disagreed with, what would you do? What irritates you about other people, and how do you deal with it?

Describe how you would handle a situation if you were required to finish multiple tasks by the end of the day, and there was no conceivable way that you could finish them. What aspect of your last role was difficult for you, and how did you resolve the issue? Tell me about a time where you had to deal with conflict in your current role