Recruitment (Internal and External)

Recruitment seen as a vehicle for enhancing FRS performance – always looking to find the best skills with a focus on future needs.
Analysis of external issues in the market especially for hard to find skills.
Investment in new recruitment products & services.
Training to build strategic skills needed to provide a strong internal market.
Focused and repeated training of selecting panels with focus on any bias and mechanisms for triangulation of evidence. Interviews not the sole basis for selection.
A culture of positive action in recruitment, where appropriate, is embedded.
Inclusion is integral to the core competence sought and the processes for recruitment and selection used.
Attraction and brand building is a long term commitment with regular activity.
Applicant process is customer friendly and designed to meet their needs.
Induction embedded, with full participation.
Proactive work with new starters on any reasonable adjustments they need to perform as their best.

Balance between internal talent management and selection and seeking diversity.
Continuous work on the Brand of the FRS in its community to attract the best applicants.
Successful social media campaigns.
Constant positive action to attract diverse people to the FRS using a range of different programs.
Diversity of attraction methods, including social media, to appeal to a broad audience.
Robust programs to attract a diversity of candidates.
Diversity of thinking is understood and the need to seek different experiences/skillsets.
Embedded behavioural and ethical competencies through-out process.
Recruiting manager led – competency tested through robust training.
Linked to workforce and succession planning – proactive not reactive.
Good analytical data to support future planning.
On-line central induction process, supported by line managers, but not always completed.

Processes & technology standardised across the organisation.
Beginning to establish strong relationship with recruiting managers.
Effective assessments of candidates against job requirements. All adverts assessed for subtle gender bias using Gender Decoder: find subtle bias in job ads (katmatfield.com)
Induction line manager led.

Recruiting is often done locally by HR generalists who are “order takers” for recruiting managers, where positions are posted on an as needed basis.
Minimal recruitment compliance standards met – no real processes defined.
No meaningful induction process.