Preparing for recruitment

Whether recruiting for an existing or new post, work out the job requirements and the type of person required, talking to the line manager about the role. For existing posts, insights gained from the outgoing employee are useful, and any exit interview should be structured to gain additional information e.g. not only about reasons for leaving, but why they joined, what attracted them and, perhaps, what may have changed.

If recruiting for a new post the relevant manager(s) should be able to advise what role they want the new post holder to perform, the type of person required, and how the new job fits into the organisational structure.

Depending on organisational practice, you may either need to draw up a job specification and a person specification for the role or recruit against a competency framework (see Article 22 and 25).  If your organisation has a recognised trade union, check whether there is anything in agreements which might affect the process e.g. whether vacancies are first advertised internally, or advertised externally with no preference to internal candidates.

Before recruitment

Before starting the process, ask yourself:

• is this a replacement position?

• would the organisation benefit if the role were altered?

• what skills,competencies,knowledge and experience,including soft skills and behaviours, are required to fill the role?

Once these questions are answered:

• prepare a nup-to-date job specification detailing tasks,reporting lines, areas of responsibility and performance criteria

• prepare a person specification describing the behaviours and attributes the successful applicant should possess

• determine how to source candidates for the vacancy,taking into account your recruitment strategy.