Recruiting and selection

1. Job Analysis, Recruitment
and Selection

2. HR Management: Recruiting
Employees :

4. • Why would anyone want to join your
venture as an employee/founder
member/equity participant?
• What kind of people will you look for?

5. Spartacus

8. Recruitment:
Job Analysis
JOB DESCRIPTION
Define Candidate
Person Specification
Rodger’s 7 point - plan
JOB INFORMATION
• Application form • Career brochure • Advertising
Define Job

9. • Physical make-up ( age, sex, gender,
neatness, presentation etc)

10. • Attainment (Exp & Qual)

11. • General Intelligence

12. • Special Aptitude

13. • Disposition

14. • Interests ( eg interest in historical books
for the History Bookshop)

15. • Circumstances (eg travel, unsocial hours)

16. • Interviewing
• Selection Aids
IQ EQ Group
Graphology Personality Aptitude
Etc…
SELECTION

17. • Graphology: analysis of handwriting

18. Emotional Intelligence
• Self-awareness.
• Motivation.
• Empathy.
• Social skills.

19. THE IMPORTANCE OF JOB
ANALYSIS
• Performance Appraisal
• Training
• Reward Systems
• Staff Development
• Work Design
• The Study of Working Conditions
and Work Challenges
Selection

20. Job Analysis: identification of
Skills!!!

21. Special aptitudes

22. Technical Knowledge

23. Impact of technology

24. Rigidity/Inflexbility

25. Physical environment

26. Equipment required

27. Line of Command

28. JOB DESCRIPTION
• The main purpose of the job
• The main accountabilities
• Outputs expected
• Processes involved
• Interactions with others
• Competencies required
• Essential qualifications for holders of the
post

29. COMIC RELIEF
JOB DESCRIPIONS
[important to give an accurate description of job]
Sample:
Spend most of the day looking out
the window at a salary of

30. Pilot

31. Make people feel bad
about their work

33. Talk in other people’s sleep

34. College Professor

35. Help people hate
each other even more

36. Divorce Lawyer

37. Person Specification
• It is essential to define the ideal candidate.
• Frameworks:
• Rodger's 7-point plan
• Munroe Fraser's 5-point plan
• Rodger's:
• Physical make-up
• Attainments
• General Intelligence
• Special Aptitudes
• Disposition
• Interests
• Circumstances

38. • Question:
• Case study: Charles?
• Best Job in the world: relate to the 7-point
plan?
• See Additional points pp. 64-66 Manual

39. Outsourcing

40. Job Advertisements in a tight
labour market:

50. !!!!!!!

51. NO!!!!!!

52. Interviewing:
Weird Interview questions:
1. What biscuit would you be if you were a
biscuit?

53. How do you fit a giraffe in a
fridge?

54. How many ways can you get
a needle out of a haystack?

55. If you were to win £ 1m , what would
you do with the money?

56. How would you explain facebook
to your grandma?

57. How would you make a tuna
sandwich?

58. If your peacock laid an egg in your
neighbour's garden who would the egg
belong to: you or your neighbour
according to the law?

59. PLUS CV BLUNDERS & BLOOPERS

60. Career break in 1999 to
renovate my horse

61. Skills:
“I can type without looking
atthekeyboard.”
Skills:
“Written communication = 3 years; verbal
communication = 5 years"

62. Languages:
“Speak English and Spinach.”
Work experience:
“Maintained files and reports, did data
processing, cashed employees’ paychecks”

63. Born 1881

64. One applicant for a nursing position
noted that she didn’t like dealing
with blood or needles.

65. In application form
AGE: 32 SEX: OCCASIONALLY
Another candidate:
SEX: 3 TIMES A WEEK

66. “Marital status: often. Children: various.”
“I am great with the pubic.”
Seeking a party-time position with
potential for advancement
????

67. SEE HEINEKEN

68. Discrimination at work

69. Doctor awarded £4.5 million in sex
and race discrimination case
Laura Chamberlain
Friday 16 December 2011

70. APPEAL TRIBUNAL
58 VICTORIA EMBANKMENT, LONDON EC4Y 0DS
At the Tribunal
On 13 February 2001
Judgment delivered on 3 May 2001
Before
MR COMMISSIONER HOWELL QC
MR B V FITZGERALD
LORD GLADWIN OF CLEE CBE JP

71. 1) SCHOOL OF FINANCE &
MANAGEMENT (LONDON) LTD
2) NORD ANGLIA EDUCATION PLC
APPELLANT
MR SRIAN PERERA
RESPONDENT

72. Transcript of Proceedings
JUDGMENT
Revised
© Copyright 2001

73. APPEARANCES
For the
Appellants
PAUL ROSE
(of Counsel)
Instructed by
Hammond Suddards
Solicitors
Trinity Court
16 John Dalton
Street
Manchester
M60 8HS
For the
Respondent
JACQUES ALGAZY
(of Counsel)
Instructed by
Anthony Gold, Lerman
and Muirhead
Solicitors
New London, Bridge
House
25 London Bridge
Street
London
SE1 9TW

74. MR COMMISSIONER HOWELL
QC:
Mr Srian Perera, a British citizen of Asian ethnic origin who has lived and
worked in this country for many years, was summarily dismissed from his
employment as accountant and school manager of the first Appellant,
The School of Finance & Management (London) Ltd, ("SFM") on 28
November 1998. The reason given for his dismissal was his alleged
gross misconduct. In fact, according to the findings of the Tribunal which
are not open to dispute before us, that was not the true reason for his
dismissal at all but a pretext to get rid of him. First there had been an
attempt to suggest that his position was redundant when it was not. Then
shortly afterwards a disciplinary investigation had been commenced
against him, by an employee of the second Appellant (" Nord Anglia ",
a separate company which took over SFM on 18 June 1998 and
controlled it and its management at all material times) but that was a
sham device conducted in bad faith.

75. That had been followed by internal disciplinary and appeal proceedings
conducted in the name of SFM, and Mr Perera's dismissal by it for
alleged gross misconduct. This the tribunal found to have been
unreasonable and unfair, the whole process having been carried out by
employees of the two companies to achieve a result the Appellants had
preordained. Those facts, and the tribunal's conclusion that Mr Perera's
dismissal by SFM was unfair and contrary to section 94 Employment
Rights Act 1996, were not challenged before us. The principal issue on
the full hearing of this appeal by the two companies was on the tribunal's
further conclusion, set out in the 20-page statement of extended reasons
for their decision issued to the parties on 15 March 2000, that the
circumstances of Mr Perera's dismissal amounted to unlawful
discrimination against him on grounds of his race, as (in effect) part of a
deliberate clearout of employees of Asian origin, instigated by the new
management installed by Nord Anglia in an attempt to impose what
was described as a "change of culture" on the institution.

76. On that basis the tribunal held both companies liable to Mr Perera for
unlawful conduct contrary to section 4(2)(c) Race Relations Act 1976:
SFM as the employing company which dismissed him, and Nord
Anglia on the footing that SFM had been acting "as agent for and with
the expressed or implied authority of Nord Anglia " so that it too was
liable under section 32(2). In addition, they held him entitled to
damages for wrongful dismissal, consisting of his loss of remuneration
for his contractual notice period which they found to be one month.