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Response to OCG call for innovation and diversity from REC members
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Rising to the challenge
Kate Headley
It is a people business
‘Kate Headley has had a significant impact on the perceptions and behaviours of major employers in both the public and private sector, and continues to make a invaluable contribution to our work. She has rightly earned a high profile as a leading authority on how to create and manage truly inclusive and disability confident recruitment processes.’
Susan Scott Parker OBE
CEO Employers Forum on Disability
Facing the future
Sharing some learning and experience
Being realistic about the challenges
Identifying the risks and barriers to change
Can the public sector rely on REC members?
It can if we work together and are prepared to make some changes
Idealist.... yet always practical
Finding local talent – M & S
Adding value – highest fee earner (and only female consultant) national recruitment agency
Head of Recruitment Advertising and Marketing Manchester City Council
Headhunter for 10 years – founder/director
Associate Director Veredus
7 years @ Clear – inspiring, educating and empowering
Clients and supporters
The Challenge
Budget cuts
Traditionally lead to....
The response
Spreadsheets
Taking precedent over
People
Best practice and diversity will be critical
Look at how you innovate
Explain the benefits of your services
Review recruitment assignments – is their a real need?
Support equality and diversity in the workplace
Demand management is key...its not about cost cutting....
Ian Sears OGC
Do we all agree that in the future
Every single job is going to count?
Jobs may look very different tomorrow from today
Public sector services need to innovate and transform
Efficiencies need to be achieved
Effectiveness needs to improve
New skills and experiences will be identified and sought after
Communities need to be understood and inclusive services attractive and accessible to everyone
Take stock and make a difference
Driving out cost without driving out diversity"The diversity audit has created a solid platform for change in
the way we recruit execs. It has helped to ensure that we focus our energies on having access to a diverse talent pool both from within RMG and externally…" On top of this we have made significant savings in both our cost and time to hire as a result"
Louise Cartwright Head of Resourcing RMG
Time for change – making a difference
Drivers – no room for error
Employers New talent, fresh
ideas Best person for the job Increasing diversity Reaching out to our
communities Reputation & the law Every penny counts
Recruiters Proactive development
of talent pools Harnessing diverse
talent Educating and
empowering clients Winning business –
supporting our public sector
Bringing in best practice – the challenges
Cost
Change and reform
Flooded candidate market
Under-resourced recruitment functions
Reactive recruitment strategies
Unskilled hiring managers
Process and policy
The risks
Cost of failure Repeating the process Vacant position Short term tenure Performance
management Temporary
placements can be costly
Impact on talent Temporary
appointments don’t feed the talent pool
Balancing talent with flexibility
Where are the new skills?
Process V practice
Bringing you hope
REC – Diversity Standard/Diversity Council
Employers Forums
Job Centre Plus
Internet - if in doubt Google it!
Networks/colleagues
Clearkit™
Lin Homer - MD UK Border Agency
We believe that that there are real business benefits in proactively widening the pool for potential employees: the untapped potential is endless and many out of work disabled people could be real assets to organisations if only given the opportunity.
I hope this tool kit encourages other employers to identify barriers and confidently remove them. This is the time to refresh what you are doing, learn from others and be prepared to think a little differently. Don’t be afraid to have a go – and good luck!
Guiding Principles
Be prepared to do things differently
Keep it simple
Be flexible
Be prepared to learn
Utilise the help and support that is available
Have a go and make some changes
Removing the fear
‘Ensuring you have a recruitment process that is engaging and accessible for disabled job seekers requires a little more skill and a lot more thought.’
Kate Headley
Croners Disability Newsletter, December 2009