1 / 16

Career Focus Programme Recruitment and Selection - understanding sector based approaches

Career Focus Programme Recruitment and Selection - understanding sector based approaches. 30th October 2002. www.career-focus.net. Contents. Aims and Objectives Deliver Framework Sectors Conclusion Recommendations Questions & Answers. Aims & Objectives.

albin
Télécharger la présentation

Career Focus Programme Recruitment and Selection - understanding sector based approaches

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Career Focus ProgrammeRecruitment and Selection - understanding sector based approaches 30th October 2002 www.career-focus.net

  2. Contents • Aims and Objectives • Deliver Framework • Sectors • Conclusion • Recommendations • Questions & Answers

  3. Aims & Objectives • To prepare Ethnic minority graduates for the recruitment and selection of four main sectors • Enhance partnership working between private public and voluntary sectors • Provide insights into the private, public and voluntary sectors • Explore and identify wider issues around employability of Black and Asian graduates

  4. Delivery Framework • Amos Recruitment & Training and Windsor Fellowship • Steering committee • Champions and Sponsors • Professionals working within the sector

  5. Sectors The Labour Market- An Overview • Voluntary • Media • Civil Service • Banking and Finance

  6. Voluntary Sector Recruitment and Selection- Marketing Leading Organisations-NCVO, NTO • Target -Approached 38 leading employers and Agencies • Diversity-Partnership with Council for Ethnic Minority Voluntary Organisations • Attract-36% employing less than 25 people, Voluntary Sector Careers Fairs • Applications-CV's, Application forms, Networking

  7. Voluntary Sector-Selection Assessment • Interviews • Assessment centres Lessons Learnt Profile raising, Formalised recruitment process improve access and opportunity

  8. Media Sector Recruitment and Selection- Marketing Leading Organisations-DCMS,Skillset • Target -21 leading employers approachedITN,BBC,Granada,Sky • Diversity-Cultural Diversity Network • Attract-Graduate Apprenticeship

  9. Media Sector-selection Assessment • Interviews • Assessment centres-GroupExercise, interviews, presentations Lessons Learnt High volume of graduates applying for limited positions, Promotion of behind the scene roles such as animation, commercials and corporate production.

  10. Civil Service Recruitment and Selection- Marketing Leading Organisations-Cabinet Office Fast Stream • Target -25 civil service departments • Diversity-Outreach officers, Milk Rounds,focused events for ethnic minorities. • Attract-Graduate Schemes. Attract 16.5% applications from ethnic minorities

  11. Civil Service-Selection Assessment • Assessment centres- Range of assessment toolsQualifying tests,group exercise,policy exercise,management exercise, presentations, interviews. Lessons Learnt preparedness,familiarity,assessor diversity awareness,

  12. Banking and Finance Recruitment and Selection- Marketing Leading Organisations- • Target -Approached 16 leading employers including JP Morgan, UBS Warburg,Institute of Financial Services • Diversity-Investment Banks have set up a diversity network. Internal bank networks include LlyodsTsb Group Ethnic Minority Network • Attract-Milk Rounds,Open evenings, target redbrick Universities, Careers Fair

  13. Banking and Finance-Selection Assessment • Interviews-upto 12 rounds • Assessment centres Lessons Learnt A levels are currently main indicator of job performance min 24 UCAS points , Target new universities, demystify the industry

  14. Conclusions Access • Increased Outreach actives • Industry makeup • Pro-activeness of lead bodies • Inclusion of diversity in the corporate strategy Barriers • Recruiters have a lack of understanding of different cultural behaviours • Educational attainment • Norm groups sometimes do not reflect the candidate base • inappropriate interview questions • lack of networking opportunities

  15. Recommendations Improve Access • Graduates need to be better prepared for the recruitment and selection process • Representation of Black and Asian Ethnic Minorities - senior board level • Assessment materials need to ensure adverse impact by ensuring norm groups represent population • Work in partnership with community organisations Remove Barriers • Graduate Recruiters and assessors require diversity awareness training • People make value - Organisations to represent community it is serving

  16. Contact Information Amos Recruitment and Training 3.2 Lafone House The Leather Market Weston Street London SE1 8HN Tel: 0207 407 8292 Fax: 0207 407 8293 website: www.amosltd.com or www.career-focus.net email: info@career-focus.net

More Related