Methodology and the Findings Section of the Report.

To: Charlie Mullins

From: Your name

Date: 11.12.19

Title:

Executive summary: (You leave this until last because it includes your key recommendations)

Introduction / Terms of reference: This report is about.....

This is where you tell the reader how you carried out your investigation.

Findings / Discussion:

1. Explaining the importance of workforce planning for Pimlico Plumbers.

2. A systematic approach to recruitment and selection AC 1.1 involves:

2a. The job description (including evaluating alternative styles of creating a job description AC 2.1)

2b. Explain the requirements of a person specification. AC 3.1

2c. Prepare a cost benefit analysis of a range of media and agencies which may be used in recruitment and selection. AC 4.1

You should use a table here.

Make the information as detailed as possible.

2d. Shortlisting. What criteria should Pimlico plumbers use and why?

3. Selection

3a. What methods of selection should Pimlico Plumbers use and why?

Interviews should be used as part of a wider selection process.

You must include at least one other method of selection such as an assessment centre.

What would be the advantages of having an interview + assessment centre as the method of selection.

Would you recommend a probationary period of employment?

Why?

4. Conclusion

5. Recommendations - including a six monthly review to measure the effectiveness of the proposed changes.

Recruitment

Workforce Planning

Using B.A. as an example:

Attracting the right number of staff, with the right skills in the right place at the right time.

Job Description & Person Specification

Job description



For a Business Lecturer: Details here.

For BA cabin crew.
What would you include in a job description for this role?



Click on the picture:

For Pimlico Plumbers?

Sample job description for a plumbing business. Details here.

Person specification:

For BA cabin crew.

What would you include in a person specification for this role?

Person Specification:    Main Crew

Qualifications	Essential (E) Desirable (D)	Identified by
Maths and English GCSE (or equivalent) grade C or above	E	Application
Experience and Knowledge	Essential (E) Desirable (D)	Identified by
Previous experience working within a Customer Service role Knowledge of how an airline like BA CityFlyer operates Knowledge of safety procedures, service style and standards to ensure delivery of an exceptional standard	E D D	Application/Interview Application/Interview Application/Interview
Skills and Abilities	Essential (E) Desirable (D)	Identified by
Excellent communication skills both verbal and written Excellent relationship and rapport building skills Reliable, motivated team player with a flexible approach A proven customer service approach Safety focused, with the ability to remain calm and diffuse challenging situations under pressure Effective and confident in decision making, through the use of CRM	E E E E E E	Interview and Group Exercise Interview and Group Exercise Application/Interview Application/Interview Application/Interview Application/Interview
Special Attributes	Essential (E) Desirable (D)	Identified by
Aged18 or over at the time of your application Minimum height 5'2" (1.58m) Hold a valid EU Passport with the unrestricted right to live and work in the UK To be prepared to undergo a Criminal Record Check (CRC) for all countries of residence for six months or more in the previous five years Able to report for work at your airport base within 90 minutes of call-out Prepared to conform to all British Airways uniform standards Ability to work to a roster pattern (including anti-social hours) all year round	E E E E E E E	Application Interview Interview Application/Interview Application/Interview Application/Interview Application/Interview

For Pimlico Plumbers?

Sample person specification for a plumbing business. Details here.

Explain the Requirements of a Person Specification

The person specification is a description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties. 

The specification should be derived from the job description and forms the foundation for the recruitment process.

Writing a person specification. Details here.

Example of a person specification here.

Alternative Styles of Creating a Job Description

Video Job Descriptions

It is possible to include videos into your recruitment marketing strategy to provide candidates with added insight into what a manager is looking for, and what it’s like to work at your company. 

Done in the form of an advertisement:

Film the person who will be recruiting and get them to explain the role and post the short video to your social networks in lieu of a written job description.



If the position is a highly collaborative role, film different team members explaining what goes on during a typical day, to create a day-in-the-life style video.



Career Path Based Descriptions

Instead of solely listing a position’s tasks and responsibilities, outline what a potential career path would look like at your company for the particular position. 

Entry-level candidates are looking to forge their own careers, so make career development part of the job description. 

Rather than just telling them what they would do in the job, highlight how the position and the company as a whole can help them grow professionally and set them up for a successful career.

Other approaches to job descriptions. Details here.

Selection Assessment Centres

Click on the picture:

Will you be using an assessment centre as part of your 'systematic approach' to recruitment and selection?

Want to join the Prison Service?

Selection:Psychometric Testing

The objective measurement of skills, knowledge, abilities, attitudes, personality traits, and educational achievements.

I am going to show you some pictures. Write down what you think the person with the empty speech bubble is thinking.

Reasoning test
Click on the picture:

Click on the picture:

What skills, knowledge, abilities, attitudes, personality traits, and educational achievements would you want for someone working here?

Click on the picture:

Recruitment, Selection & Training

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation.


More here. 

Selection involves interviews, assessment centres and tests.
Top tips for interview success:



Find out why assessment centres are used, what to expect and how to stand out:


Understanding psychometric tests:



On and off the job training:

With many universities intending to charge more for tuition fees, it seems more students are questioning the value of a degree.

Companies offering on the job training are seeing a huge rise in applications and some companies are considering opening school leaver schemes to take advantage of talent that would previously have gone straight into higher education.

 

Leonard Cheshire Chief Executive Clare Pelham says that UK businesses need to be more confident about employing disabled people:

Selection: Interviews

Charlie Mullins

Click on the picture:

Selection: Interviews

What is the purpose of a job interview?

What are the strengths of a job interview?

What are the weaknesses of a job interview?

Preparing for a job interview. What should the interviewer do before meeting the candidates?

How not to conduct an interview:




Some companies use panel interviews. Do you think this is a better approach?

When interviews go wrong:

Recruitment & Selection

When will a business need new staff?

If the business is expanding.

If people need to be replaced because they have left.

People who have been promoted need to be replaced.

Temporary cover.

Internal recruitment is recruitment from within the business.

A candidate may be approached and offered the job or the vacancy may be advertised internally.

Benefits of internal recruitment:

Cheaper than advertising externally.

The abilities of the candidates will have been proven.

Promotion or opportunities for promotion can be seen as motivating.

The candidates will be familiar with the culture of the organisation (the way things are done).

External recruitment is when someone is appointed from outside the business.

Advantages:

Someone from outside can bring new and different ideas.

A wider range of candidates will be available.

Disadvantages:

The true abilities and qualities of the candidates may not be apparent.

The costs of advertising.

Time spent interviewing.

Time taken for the successful candidate to 'get up to speed' in the organisation.

How to recruit external candidates:

Advertising in newspapers or specialist websites.

Jobcentre plus.

Click on the picture

Commercial recruitment agencies

Click on the picture

The selection process

1. Interviews

2. Testing and profiling.

IT skills may be tested.

Psychometric profiling examines personality and attitudes.

Some companies use IQ tests.


3. Assessment centres

Real life role plays and simulations, often over a number of days.


Costs of recruitment and selection:

The process (£2000)

The opportunity cost of lost management time.

Lost productivity until the vacancy is filled.

Time before new staff member is fully productive.

Recommendations

To include a six monthly review after the plan is implemented to measure the effectiveness of the proposed changes:

Labour turnover:

Labour productivity:

Employee satisfaction with the recruitment and selection process.

Customer satisfaction with new employees.

Prepare a cost / benefit analysis of a range of media and agencies which may be used in recruitment and selection

A cost-benefit analysis is a process by which business decisions are analysed. 

The benefits of a given business-related action are calculated, and then the costs associated with taking that action are subtracted.

You can describe in general terms the costs associated with using employment agencies or the media.

Also you can describe the benefits which may include saving management time or having a wider range of candidates available.

Which of these media outlets would be useful for Pimlico Plumbers? 
Why?

Search 'UK Internet Recruitment'
Are there many websites available for businesses wishing to recruit?

What would be the costs and benefits of using an online recruitment website?

Newspapers:

I think the Metro would be ideal for Pimlico Plumbers.

Can you find out the costs and benefits of advertising in the Metro?

Magazines:

Are there any specialist magazines for plumbers? How much would it cost to advertise in one of them?

Radio:

talkSport or LBC would seem ideal radio stations to advertise Pimlico Plumber vacancies.

  

What would be the costs and benefits of using a commercial radio station for advertising job vacancies?

Television:

I don't think advertising on ITV would be appropriate.

What do you think?

What about a more specialised channel on Sky or Freeview?

Agencies:

Google 'recruitment agencies'. 

What services do they offer?

job centre plus:

Remember you are discussing costs and benefits.