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

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Consider focusing the job description and person specification ontransferable skills that will be of benefit to the Civil Service as a wholerather than a specific role?Rigorously assess the 'essential criteria' for relevance to the role in termsof delivery and removing unnecessary qualifications?Take a manageable risk when recruiting people who may bring widerrelevant experience to the job, but may not be drawn from traditionalpools?Consider how you might make the job attractive to a disabled person?Consider how you might make the job attractive to job-sharers and parttimeworkers? For example, advertising all posts as open to part-time/jobshare/flexible working unless there is a robust business reason why this isimpossible. See link www.civilservice.gov.uk on the Jobs tab for guidanceon job-sharing and case studies of successful job-sharers at all grades.CASE STUDYRECRUITMENTThe Crown Prosecution Service (CPS) has implemented a number of changes to itsrecruitment process to ensure that its diversity targets are met.CPS has simplified its recruitment process, basing it on clear job descriptions,person specifications and work based assessments and implementing a processof continuous review and improvement. Diverse panels are used during eachstage of recruitment.The use of open competition for posts, where such competition is likely to yield amore diverse applicant pool, has been maximized.Informal and proactive outreach activities take place to promote CPS as anemployer of choice, e.g. career talks.Recruitment advertising has been radically overhauled and a more moderninclusive image that conveys commitment to equality and diversity is now used.This refreshed approach to advertising has attracted commendations andindustry awards.Contract expectations for search consultants on equality and diversity are set.Ownership for delivering local diverse workplaces was given to local managers6
CASE STUDYWORKING WITH DISABLED PEOPLEIn response to low representation of employees with disability, the BBC launched the‘Access all areas’ initiative. One element of this is ‘Extend’, a work placementscheme for talented people with disabilities. The scheme offers 16 weeks of paidwork placements. The main benefits of this scheme have been that it has proved anentry point into broadcasting and has also helped to educate managers on becomingmore comfortable and confident with policy and good practice in relation to disabledemployees.As a follow up to this, the BBC Access Unit has been set up to provide informationand services to BBC disabled staff and their managers. The main services that areprovided by the unit are: assessments, support and liaison with other departments.The purpose of the unit is to ensure that disabled employees are given a levelplaying field.WORKING WITH SEARCH FIRMSExecutive search firms (head-hunters) are involved in many senior appointmentswithin the Civil Service. Consider carefully what your market options are, andwhether there is a strong enough internal market which could be drawn on initially.However increasingly a twin-track approach – seeking potential internally andexternally simultaneously – is being used.Executive search firms can make a real difference to increasing the mix of diversecandidates who are interviewed for, and join the SCS. A measure of success will bewhen diversity is an integral part of the briefing process and that departments areproactive in managing this process and relationship.There is a fundamental difference between executive search firms and recruitmentagencies. Recruitment agencies hold candidates on their files that are activelylooking for a job change and speak to them in advance of recruitment projects.Executive search firms work to a specific client brief and make direct approaches tocandidates who are not actively looking to make a move. There are also search andselection agencies: the selection side of their businesses specialises in handlingadvertised recruitment.With some changes to current practices, executive search firms and otherrecruitment agencies can be deployed more effectively by the recruiter to identifyand attract diverse candidates. Executive search firms can provide better value formoney to departments in their search for diverse candidates if departments look tomake better use of the skills these firms offer.The check list below gives an indication of when best to use a search firm, agency oradvertising when recruiting:7
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: Line managers should lead recruitme
Page 11 and 12: When selecting a search firmRequest
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

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