To provide learners with the skills, knowledge and confidence to recruit and select the right team members for the job. In an effective, efficient and fair manner, in conjunction with current employment law.

The Heart of England NHS Foundation Trust has the vision to be one of the most influential and exciting healthcare organisations in the world. To help achieve this ambitious target the Trust has and continues to place great importance on the recruitment and retention of first class staff. Trust philosophy emphasises, it is the people within the organisation that help continually drive the service forward, they reflect its core values, and the staff will make this aim achievable (Heart of England NHS Foundation Trust 2009).

The value placed on staff is shared by the Management Standards Centre (2009), who state “people are an organisation’s greatest asset”  (The Management Standards Centre 2009). The benefits of getting the recruitment and selection process right, has been researched by Amble (2003), who found that by providing an efficient, effective and fair system, can lead to:

·         Getting the right skills, therefore being able to deliver the service the customers expect

·         Improved team working, getting the right fit is important for developing an effective team culture’

·         Growth and development, the right people will allow the organisation to grow and develop to meet future challenges

Getting the wrong person for the job has a number of serious consequences. It is estimated to cost £3 500 to re-recruit an employee (Chartered Institute of Personnel Development 2010). However poor recruitment and selection decisions can cause further problems, such as:

·         Wastage of time and money spent on advertising, short-listing, interviewing, training and managing

·         Negative individuals and team morale, there is a physical and emotional cost to having an unhappy or unsuitably skilled person in their job

·         Reduced performance, effort required in managing inappropriate recruitment decisions can have a detrimental effect on overall performance  (Advisory Conciliation and Arbitration Service ACAS 2010)

The recruitment and selection course will enable staff to learn about best practice, when it comes to employing people. Emphasis is placed on the fact that it is worth investing time and energy into the recruitment process as getting the right person (people) can make the difference between the success or failure of a business (or organisation).

1.  Discuss the importance of the overall recruitment and selection.

2.  Identify the skills, abilities and personal qualities assessed during person specification and job description.

3. Evaluate the planning and preparation phase of the interview process.

4. Discuss criminal record bureau (CRB) checks and the rights to live and work in the UK.

5. Identify relevant employment law and acts, when recruiting and selecting.

6. Demonstrate interviewing techniques, during the scenarios.

7. Analyse how to record findings, on the Trust approved interview documentation.

8. Discuss how the appointment process is undertaken.

1. Formative assessment of group and individual discussions; written and verbal feedback; Question, Pause, Nominate, Answer (QPNA); continuous monitoring throughout the course.

2. Formative assessment of group and individual discussions; written and verbal feedback; Question, Pause, Nominate, Answer (QPNA).

3. Formative assessment of group and individual discussions; written and verbal feedback; Question, Pause, Nominate, Answer (QPNA).

4. Formative assessment of group and individual discussions; written and verbal feedback; Question, Pause, Nominate, Answer (QPNA).

5. Formative assessment of group and individual discussions; written and verbal feedback; Question, Pause, Nominate, Answer (QPNA).

6. Group activity, mock interview with practice scenarios and documentation notation; group and individual feedback; written and verbal feedback.

7. Formative assessment of group and individual discussions; written and verbal feedback; Question, Pause, Nominate, Answer (QPNA).

8. Formative assessment of group and individual discussions; written and verbal feedback; Question, Pause, Nominate, Answer (QPNA).

The learner has to be a member of the Heart of England NHS Foundation Trust, and in a position where they are currently or are likely to be involved in the recruitment and selection process, of potential employees.

It is stated in the Heart of England NHS Foundation Recruitment and Selection Policy (2009) that it is a mandatory requirement to attend and successfully complete this course, before being able to undertake a ‘lead’ interviewer position.

Whole day

There are no academic pre-requisites for this course. However the learner has to be a member of the Heart of England NHS Foundation Trust, and in a position where they are currently or are likely to be involved in the recruitment and selection process, of potential employees.

It is stated in the Heart of England NHS Foundation Recruitment and Selection Policy (2009) that it is a mandatory requirement to attend and successfully complete this course, before being able to undertake a ‘lead’ interviewer position.

For dates of courses please contact  Healthcare Careers Development Unit: (0121 42) 41760 or email hcdu@heartofengland.nhs.uk

Please contact  Healthcare Careers Development Unit: (0121 42) 41760 or email hcdu@heartofengland.nhs.uk