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Managing and Leading People: Method of Recruitment and Selection of NHS

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The recruitment and selection in the NHS have always been effective and fair. In recent years, the process has been very transparent. The vacancy advertising, selection procedure, training, and the conditions under which the employees work are all governed by equal opportunities and non-discrimination policies. Vacancy advertising with the job descriptions is exhibited on the Trust’ s Vacancy Bulletin at least for ten days for proper visibility and it is managerial decision to go for either internal or external recruitment, depending upon the situations. Adverts will cover the disability policy and equality policy both.

People with disability and even mental health problems are encouraged to apply if they find the job-related criteria and description suitable. To make it easier for the minorities, a very high standard of English is not imperative; instead, the potential performance is given more weight. This enables minority communities to compete better. External adverts are sent to career offices, schools, job centers, voluntary organizations, universities, and schools etc. so that the deserving candidates do not miss out on the opportunity. If there is an occasion of targeting a particular minority, managers even might reach out to the media with stress laid upon the “ Genuine occupational qualification” more than other branches of personality.

Selection is governed by job analysis, development, and suiting of role profiles, self-assessment questionnaires, evaluating interview and the feedback of all tests and interviews. During the selection, the candidates have informed the various dimensions of the role, key tasks and the way they are expected to be performed, competencies required etc. so that the role profile is clear to the candidate because Human Resource identification is still considered to be a complex job.

“ The roles undertaken by HR professionals are, in reality, multiple, not single. HR professionals must fulfill both operational and strategic roles; they must be both police and partners; and they must take responsibility for both qualitative and quantitative goals over the short and long term, ” (Ulrich, 1997: 24) in Proctor (1999, p. 1079).

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