Good Practice Guide Diversity in Recruitment to ... - The Civil Service

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When to use a search firmSEARCHFIRMNeedingto targeta specificaudienceVery broadbriefrequiring awide skillsetShorttimescalesA desire touse thevacancy todo broaderPR AGENCY ADVERTISE A difficultandspecificskill setrequiredSearch firms should look to provide more than a list of top quality diverse candidates.They should map the market on each job they undertake and provide added valueconsultancy services on many aspects of the recruitment processes.Recruitment assignments for the SCS, and particularly the early research phaseswhich are vitally important in finding a wide range of candidates, are currently carriedout under great time pressure which mitigates against identifying a diverse pool ofindividuals - diverse candidates tend to have comparatively lower profiles and needmore search work to identify them. By contrast the later stages of an assignment arefar more protracted and risk losing good candidates through lack of momentum.Those who are responsible for recruitment can establish relationships with one ormore search firms outside the context of specific searches. Most search firms wouldbe happy to explain the services they offer in a general way outside a specificrecruitment assignment. Recruiters could also find out which search firms otherdepartments use and share information.Before selecting a search firmEnsure you have a full and thorough brief.Assess the current diversity make up of both the team and department therecruit will be joining.Have a note of the aspirational diversity targets for your department.Have conversations with relevant stakeholders regarding specific diversitychallenges your department might face and how the vacancy could appeal todiverse audiences.Identify and discuss the involvement of key diversity role models who thesearch firm could talk about and who could potentially meet candidates.8
When selecting a search firmRequest a list of successful assignments where they have placed candidatesfrom under-represented groups over the past 3 years.Ask what systems they use to track their success in this area and ask to seethe results for the last year.Take up references from other organisations.Consider the extent to which they are resistant/defensive/enthusiastic whenasked questions around diversity.Be clear with consultants about the level of expertise, time and quality of inputwhich will be dedicated to your search, including details about how extensivethe search will be.Review the extent to which they ‘map’ the market in the areas they aresearching in and share this information with their client.Ask what experience they have with recruiting in the geographical arearequired.When briefing a search firmIntroduce them into the process early on.Spend time helping them understand your department, the historysurrounding the vacancy, its interfaces and what a successful candidateshould deliver etc.Ask them to spend time with other people in the department where thevacancy is, to help them understand the role in more detail.Set aspirational targets for them to work towards (for example, ask the firm toprovide at least one female and one BME candidate on the shortlist). Be veryclear on how diverse you expect their lists to be and what this means to you.Agree where the search is to take place and which communities in particularshould be targeted.If the search does not go according to planEnsure the search firm understands the issues raised in not producing adiverse list.Encourage them to speak to you throughout the process about any issuesrelating to diversity and if they are not managing to “reach out” to the right9
Page 1 and 2: Good Practice GuideDiversity in Rec
Page 3 and 4: ForewordThe Civil Service is commit
Page 5 and 6: Nurture good relations with search
Page 7 and 8: Line managers should lead recruitme
Page 9: CASE STUDYWORKING WITH DISABLED PEO
Page 13 and 14: APPROPRIATE AND COST EFFECTIVE RECR
Page 15 and 16: Consider what is best for you and i
Page 17 and 18: CASE STUDYUSING A RECRUITMENT BUDDY
Page 19 and 20: Ideas for managing new recruitsEach
Page 21 and 22: CASE STUDYMANAGING A DIVERSE PIPELI
Page 23 and 24: DO YOU…Give accountability to one
Page 25 and 26: CONCLUSIONThe Diversity Champions N
Page 27: This research has shown recruitment

Good Practice Guide Diversity in Recruitment to ... - The Civil Service

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