Scope of job: To provide an effective and high quality administrative service for the Service Improvement & Development Team, including secretarial support to the Head of Service Job content: Administration (post, draft correspondence, create & maintaining mailings/databases, keeping diaries, photocopying faxing, scanning, filing, assist with telephone inquiries, agenda setting, minutes takings, meeting arrangements, ensure the smooth running of the office)
Contact & Performance (Assist and support the C&I team with the timely and accurate monitoring and performance returns on a monthly, quarterly and yearly basis; establish client management system to assist with monitoring and reporting returns. ) Team Work (The post holder will be expected to undertake occasional duties as may be required, which could include servicing formal committee meetings, providing assistance to other senior managers. ) Selection Process (Appendix 4)
This practice is the closing stage of recruitment and involve selecting competent and qualified candidates for the job as well as new staff for the organisation. At centrepoint the selection process in place uses: Marchington and Wilkinson (2002: 296) believe poor selection can have ‘enormous, catastrophic implications’ for the organisation. They state ‘the documentation used… conveys images of the organisation, its products and its overall philosophy… ‘
The importance of setting these key players of the R&S process is to reach potential employees and establishing a clear communication of what the organisation expects of them. By analysing jobs vacancies and drawing up job description, personnel specification, choosing selection methods etc and giving training to the interviewing panel, centrepoint has recruit the best candidates for the positions they advertised so far. Training Provided to Staff involved in the Recruitment and its Effectiveness
Ctrepoint staff has an important role to play in achieving the challenging mission of combating homelessness within young people; the charity needs therefore to attract and retain the highest calibre staff possible to deliver its vision. The organisation provides training and development and support to those involved in the Recruitment and Selection activities in order to meet its principle core which is to attract the best applicant based on merit and make sure that this process is done in a professional, timely and responsive manner in compliance with the current employment law.
This training will be based on the R&S Statement Policy (See Appendix5); any member of staff taking part in any activity in the R&S Policy, must first attended centrepoint Equality and Diversity course: Centrepoint has the legal responsibility to ensure that no discrimination on grounds of race, sex, marital status or disability occurs in recruitment and selection process. Equality of opportunity must be an integral part part of the process.
Staff involved in this process must comply with the current legal requirements related to the subject; a separate handout which provides details of relevant legislation with practical implications for recruitment and selection as well as Equal Opportunity Policy is available from HR. The need to fill any post must be considered and clearly established before the recruitment process can commence. Correct levels of authorisation must be obtained prior to the advertisements being placed and/or before any offers of employment are made.
Departmental Managers will have an involvement in confirming the need to recruit. 2. JOB DESCRIPTION AND PERSON SPECIFICATION OR, ROLE PROFILE An accurate and current job description and person specification, or alternatively a role profile must be produced by the appropriate line manager detailing the activities required from the jobholder and reporting relationships. Criteria including the relevant knowledge (both experience and qualifications), skills and attributes necessary to perform the job will be clearly stated and identified. These may be classified as essential or desirable.
3. THE ADVERTISEMENT In most circumstances all vacancies will be advertised internally and, when necessary, externally. External adverts will normally incorporate essential knowledge, skill and attributes taken from the person specification or role profile. Key criteria, which will be used to make a selection decision, should be made clear to applicants. The advertisement should also give a brief summary of what the successful candidate will be required to do in the job. More detailed guidance is supplied in the university’s advertising guide.
Advertisements will normally be drafted by the appropriate manager and will be placed via the Human Resources Department. Human Resources can offer advice on wording, placement and costing. Advertisements will be as specific as possible and will take into account the university’s commitment to diversity and equality
METHOD OF APPLICATION External applicants will normally be required to complete a university application form, additional information maybe submitted if candidates wish. Internal applicants will normally be required to apply by submitting a current C.V. with a letter of application and will not normally be required to complete an application form.
SHORTLISTING Shortlisting candidates for interview must be in accordance with the pre-determined selection criteria, considering only the information provided in the applications and avoiding any subjective assessment based on stereotyping. Sufficient records should be kept which explain how the shortlist was compiled. Unsuccessful internal applicants must be informed accordingly and feedback should be offered and, if required, provided.
Where the applicant gives consent and sufficient time is allowed, references may be taken up prior to interview. Where consent is not obtained or where a response has not been received, any employment offer will be made subject to references satisfactory to Centrepoint. Referees will be sent a copy of the job description and person specification, or role profile. It may not be appropriate to seek references in respect of staff to be employed only on a short-term casual basis.
THE SELECTION PROCESS
All interviews must be structured around the selection criteria and must follow a consistent format. Questions asked should normally only relate to areas detailed in the application, any supporting documents, the job description and person specification or role profile. Interviewers must be mindful of the importance of consistent questioning on job related areas only. Other forms of assessment in addition to the interview may be used. These activities must be directly linked to the job description, person specification or role.