BETONIQ Logo
BETONIQ Logo for Hover

BETONIQ QUALITY SYSTEM
Wi09 Recruitment

Adding a person
The Quality Manager creates an Employee page on the BETONIQ Persons and Assignment intranet page and enters the person in the regarding Ov01 Persons and Assignments Overview: Ov01 Persons an Assignments Overview BETONIQ Factories Ltd. (blocked document)

etc. Todo The aim of this Work Instruction (WI) is to provide guidance and assistance in recruiting and selecting the best people to fill a job at BETONIQ. Recruitment Preparation The systematic approach starts with the preparation, or updating, of the job description, in line with the approved BETONIQ format, see Appendix A. This document provides the basis for the job advertisement and the whole recruitment and selection process. Advertising the Job In conjunction with the Human Resources Manager, the Department Manager will draft the job advertisement. The aim of the advertisement should be to attract suitably qualified people to apply for the vacancy. The quality of the response is more important than the quantity as recruitment advertising can be very expensive! Advertisements can “oversell” jobs, thus attracting many over-qualified people who may be rejected at a later stage, and this only serves to increase the administrative workload and the total recruitment costs. The vacancy must always be advertised internally and, where appropriate, through professional bodies as well as in appropriate local and/or national advertising media, depending on the nature of the role. Wherever possible the BETONIQ application form (either internal or external), should be used, see Appendix B & C. Application packs including this form, the relevant job description and when appropriate, information relating to the specific role will be provided to each potential candidate. Selection Assessment of the Applicants Following the ‘closing date’ of the advertisement and upon receipt of completed application forms a panel of not less than two people, including the Human Resources Manager, should:- a. Scrutinise these and eliminate all those that fall outside the minimum requirements stated in the job description. It is pertinent not to notify the unsuccessful candidates at this stage in case further selections need to be made from the field of applicants. b. Consider carefully those applicants with qualifications well in excess of job requirements. (Bear in mind that over-qualified people rapidly become demotivated if a job falls below expectations and indeed may only be looking for a ‘stop-gap’ position.) c. Invite for interview enough candidates who fall within the broad minimum/maximum requirements specified on the job description, (this number will differ given the actual number of vacancies and the quality and number of responses to the advertisements.) Please bear in mind that as a ‘disability symbol user’ all candidates who have a disability and fit the minimum requirements of the role, as per the job description, must be interviewed. The Structure of the Selection Process There are a variety of selection methods that can be adopted depending very much on the vacancy to be filled. These include; Interviews – structured, informal, panel, individual.' Practical tests including work samples, in-tray exercises, ICT proficiency Personality tests Ability tests Questionnaires References One method in isolation may be adopted, or a combination of the various methods may be more appropriate. The Department Manager and Human Resources Manager will design the best selection method and identify who and what resources will be required. All efforts should be made to ensure that all candidates are treated fairly. Preparing for Interviews Read again the Job Description and candidates application forms. Compare the job description and the application form and note which areas need to be explored more deeply. Check reference details have been provided, evidence of work experience and any otherrelevant documents e.g., CV, testimonials, certificates etc. Check that suitable interviewing facilities are available, from the point of view of comfort andlayout. If using ‘own’ office ensure that you will not be interrupted by telephone calls or casualvisitors. Ensure that candidates will be properly received and housed in a comfortable waiting area. Conducting Interviews Most interviews fall into four distinct phases which can be recognised by the mnemonic WASP: W - Welcome A - Acquiring information S - Supplying information P - Parting Checklist for Interviews • Compile a suitable list of questions aimed at; Gathering more in-depth, relevant information Demonstrating experience and achievement Filling in any apparent ‘gaps’ • Testing knowledge and understanding of a specific area or subject • Agree beforehand what each panel member will ask and in what order. • Make questions short and clear. • Practice asking them aloud before the interview. • Keep things formal but friendly. • Start with a simple factual question to help the candidate (and panel) to relax. • Ask open questions (What experience have you of ……, or Can you give me an example of a time when…. rather than inviting ‘yes’ or ‘no’ answers.) • Most questions must arise from the application or the job description. • Invite the candidate to ask questions too. • Within reason try to make sure interviews follow a similar pattern, even if identical questions are not appropriate. • Ensure that candidates are aware of the need for medical and criminal record checks that are necessary prior to employment at BETONIQ. • Check candidate’s identification and National Insurance Number. • Keep a record of the reasons for selecting the successful candidate – your decision may be challenged! Please also note that a candidate has a right to see any notes made during the selection process so objectivity and accurate recording is the key. It is BETONIQ policy to advise all candidates in writing of the outcome of the process. Any offer made to a prospective employee, either written or verbal, constitutes part of the ‘contract of employment’. Criminal Records Background Disclosures (CRB) Due to the vulnerable nature of international bussiness it is BETONIQ policy, in line with various legislations including: Criminal Justice and Court Services Act 2000; to obtain a disclosure on all employees, regardless of their role. A Disclosure is a document containing information held by the police and government departments. The purpose of the disclosure is to check the background of job applicants, and certain circumstances existing staff, to ensure that they do not have a history that would make them unsuitable for posts for which they have applied. Disclosures provide details of a person’s criminal record including convictions, cautions, reprimands and warnings held on the Police National Computer (PNC). References BETONIQ requires two satisfactory written references on each employee, ideally prior to them commencing employment with BETONIQ, or upon completion of the initial induction programme. Where this is not possible the employee will not be left unsupervised at any time on the wordk flour. The prospective employee may not include family members as a referee. Ideally BETONIQ seeks two employer/professional references, but where this is not feasible a character reference may be sought to replace one employer/professional referee. A pro-forma reference request form is used wherever possible – Appendix E. Appendix A JOB PROFILE ; JOB TITLE ; JOB HOLDER: DATE ; 1 MAIN PURPOSE OF JOB 2 POSITION IN ORGANISATION 3 SCOPE OF JOB 4 DIMENSIONS & LIMITS OF AUTHORITY 5 QUALIFICATIONS 6 EXPERIENCE 7 DUTIES & KEY RESPONSIBILITIES JOB HOLDER …………………………… IMMEDIATE SUPERVISOR ………………………. Appendix B Application Form Confidential Please return to: BETONIQ Resource Manager Application for the post of: …………………………………………………………………… Please complete all sections in black ink. Continue on blank paper if there is insufficient room. You may attach a curriculum vitae IN ADDITION to completing these sections, if you wish. Section 1 – Personal Information Surname Forenames Title by which you wish to be addressed Delete as appropriate Ms / Mrs / Miss / Mr / Other Please specify Address Telephone numbers Private Business/Mobile Postcode National Insurance Number Do you have any past or present health problems or disabilities which could limit your ability to perform the particular role for which you are applying? If ‘yes’ please specify You may be asked to attend a medical examination for the College in accordance with the Access to Medical Reports Act 1988. Do you have a current driving licence? If ‘no’ please give details of endorsements If offered this position will you continue to work in any other capacity? Please specify and include voluntary activities. On what date would you be available for work? Section 2 – Employment History Please provide details over the last 10 years, including any unpaid or voluntary work, listing present or most recent employer first. Any gaps in employment dates should be explained. If you have any particularly relevant experience dating beyond the last 10 years please include this. …………………………………………………………………………………………………………………………. ………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………… I hereby give permission to contact the employers listed below concerning my prior work experience. Signature ; ....................................................... If there is a particular employer(s) you do not wish us to contact, please indicate which one(s) and give reasons. Current salary and benefits or salary ; When last employed ; Dates from/to Name and Address of employer and type of ; business Job title and a brief description of main duties Reason for leaving Section 3 – Education (Confirmation of qualifications is required) Please complete as applicable. Schools Name and address of school Examinations taken and results achieved …………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………… Further Education Name and address of college/university Examinations taken and results achieved – please indicate if training is still current where appropriate e.g., First Aid, Health & Hygiene etc. Further training and qualifications (Training courses, certificates, etc) From/to Dates Details of training/qualifications Professional memberships Section 4 – Suitability Please state clearly why you are applying for this post and outline your relevant skills and experience gained through paid employment and other work activities, hobbies and interests. ………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………… Please continue on a separate sheet if necessary. Section 5 – Personal References Please give details of two people we could approach for references, one of whom should be your most recent employer. No family members are permitted to be referees. Full name including title Occupation Address including postcode Telephone Number Full name including title Occupation Address including post code Telephone Number Section 6 – Declaration I declare the above information to be complete and true to the best of my knowledge. Signed Date Appendix C Internal Application Form Private & Confidential Please return to: BETONIQ – Human Resource Manager Application for the post of: ………………………………………………………………………………… Please complete all sections in black ink. Continue on blank paper if there is insufficient room. You may attach a curriculum vitae IN ADDITION to completing these sections, if you wish. Section 1 – Personal Information Surname Forenames Title by which you wish to be addressed Delete as appropriate Ms / Mrs / Miss / Mr / Other Please specify Home Address Telephone numbers Private Mobile Postcode National Insurance Number Do you have any past or present health problems or disabilities which could limit your ability to perform the particular role for which you are applying? If ‘yes’ please specify Do you have a current driving licence? If ‘no’ please give details of endorsements Section 2 – Employment History Please provide details over the last 3-5 years, including any unpaid or voluntary work, listing present or most recent duties/role first. Dates from/to Role/Job Title Brief description of main duties ……………………………………………………………………………………………………………………………. ……………………………………………………………………………………………………………………………. ……………………………………………………………………………………………………………………………. ……………………………………………………………………………………………………………………………. Section 3 – Education (Confirmation will be required where not previously provided) Please complete as applicable. Schools From/to Dates Name and address of school Examinations taken and results achieved Further Education From/to Dates Name and address of college/university Examinations taken and results achieved Further training and qualifications (Training courses, certificates, etc) From/to Dates Details of training/qualifications Section 4 – Suitability Please state clearly why you are applying for this post and outline your relevant skills, knowledge and experience – please refer to the application pack for guidance on the specific requirements for this role. ……………………………………………………………………………………………………………………………. ……………………………………………………………………………………………………………………………. ……………………………………………………………………………………………………………………………. ……………………………………………………………………………………………………………………………. Please continue on a separate sheet if necessary. Section 6 – Declaration I declare the above information to be complete and true to the best of my knowledge. Signed Date Appendix D Appendix E Professional/Employer /Character Reference Name ________________________________________________________ How long have you known the applicant and in what capacity? (Give dates of employment if applicable) ……………………………………………………………………………………………………………………… Please give reason for leaving your employment where applicable. ……………………………………………………………………………………………………………………… Did the applicant achieve any qualifications or complete any training courses. (Please give details) ……………………………………………………………………………………………………………………… What is the applicant’s general ability and standards of work? ……………………………………………………………………………………………………………………… Please comment on the applicant’s character and personality. ……………………………………………………………………………………………………………………… What is the applicant’s ability to mix with others? ……………………………………………………………………………………………………………………… Please comment on applicant’s honesty and reliability. ……………………………………………………………………………………………………………………… Would you re-employ this individual in the future? ……………………………………………………………………………………………………………………… Please give details of number of sickness days taken in last 3 years. ……………………………………………………………………………………………………………………… Please give details of any parental leave taken to date. ……………………………………………………………………………………………………………………… Please add any other information you can give as to the applicant’s character or background which would bear on the applicant’s suitability for employment, including any disciplinary record. ……………………………………………………………………………………………………………………… Signature Occupation/Position in company Date goto top