Diploma: Recruitment and Selection - Part 1

Recruitment and Selection

Part 1 - Learning Experience Design Plan

Why

How

Introduction

The business problem, learning gap and outcomes

Analysis and design

The learning experience

What

Who

The modular framework for the learning

Who is the learning aimed at

Ashlie Knight

Introduction

Analysis and Design This assignment will follow the ADDIE Model and is focused on the analysis and redesign of a training programme with an outcome of Sheffield City Council managers and employees involved in recruitment having the knowledge and skills to perform effectively in the recruitment process. The assignment will outline the following elements of training analysis: Who - the target audience illustrated with learner personas Why - the reason the training is needed and the learning outcomes What - the content to be covered, shown in a modular framework How - the macro design, mapped out to show the end to end learning experience

The Who of Learning

Select the images below to view the personas.

Marcus

Taylor

Team Leader

Service Manager

Commentary

Persona 1

Technology

Marcus

Technology Considerations

• Proficient in the use of technology
• Has a Windows laptop through work with MS365
• Has a personal iPad and Smart phone
• Has headphones for audio learning
• Can connect virtually at home or in the office

Age: 32Job: Team Leader Location: Sheffield Time with Sheffield City Council: 10 years

Short Bio

Marcus has worked in the organisation for 10 years in a number of roles. They have previously been a line manager but have never been part of the recruitment process. They are friendly and supportive of colleagues, enjoy learning new things and are a hybrid worker, mostly working from home. They have a young child.

Digital Learning Preferences

• Would prefer learning that has different learning methods, interactive elements, videos, quizzes (mixed media)
• Relevant and connected to the organisation
• Modern looking
• Ability to revisit sections

Goals and Aspirations

Main Goals and Drivers

Perception of Digital Learning

• To feel confident in their role
• To understand good practice
• Career progression
• Mandatory learning to be part of a recruitment panel

Based on digital learning completed in the past

• Not very interactive
• Information heavy
• Clunky
• Not very attractive
• Not very memorable

Barriers to Learning

• Time constraints
• Works part time
• Can sometimes struggle to attend full day training due to carer commitments

Persona 2

Technology

Taylor

Technology Considerations

• Has a council laptop, tablet and smartphone
• Average IT skills, can find way around a website
• Can function in 365 apps

Age: 56Job: Service Manager Location: Rotherham Time with Sheffield City Council: 36 years

Short Bio

Taylor has worked for the organisation for over 30 years in a number of roles and has been a manager for over 20. They have been part of the recruiment process at all levels many times and have a wealth of experience. They like trying new things, are a hybrid worker and commute to work on the tram on office days.

Digital Learning Preferences

• Like podcasts and eBooks so can do things by myself
• Would prefer synchronous learning for more formal programmes of learning
• Quick and engaging

Goals and Aspirations

Main Goals and Drivers

Perception of Digital Learning

• To be seen as being credible and knowledgeable
• Has ambitions to grow and improve service
• To know how to assist other and have the knowledge to direct people for information

• Flexibility do it as and when I choose to
• Likes the portability of eBooks and podcasts
• Opportunity to learn on the go i.e. Listening to podcasts on the train or whilst cleaning

Barriers to Learning

• Will deprioritise their own learning to do other things

The Why of Learning

Business Problem

Learning Gap

A new mandatory requirement for all managers and anyone involved in the recruitment process to have approved recruiter status by completing the Recruitment and Selection training, ensuring a fair, equitable and inclusive recruitment and selection process in line with the Council's values.

The target audience has a mix of experience in recruitment and selection, however, it has been highlighted by the Council’s senior leadership team that not all of those with experience are following the process and adhering to the Council’s Code of Practice.

Programme Audience

All Sheffield City Council managers and employees taking part in the recruitment process to appoint new staff.

Learning Outcomes

• Describe the importance of equality, fairness and inclusion throughout the recruitment and selection process (R)
• Recognise Value Based recruitment and how this fits within Sheffield City Council (R)
• Identify and demonstrate best practice and fairness during recruitment (U)

• Identify pre-recruitment and recruitment stages of the process (U)

• Identify key principles to writing a good advert (U)
• Apply Sheffield City Council short-listing criteria (A)
• Prepare for interviewing, including setting competency and value-based questions (A)
• Demonstrate appropriate key skills, qualities and behaviours when interviewing (A, C)

Commentary

The What of Learning

The modular framework is linear and includes topics the learners will need to meet the learning objectives. Select the + buttons in each module for further information.

Recruitment and Selection Practice Part 1

Recruitment and Selection Practice Part 2

Recruitment and Selection Principles

Commentary

Module 1 Recruitment and Selection Principles

Topics

1. Our Policy
2. Our Commitment to Fair Recruitment Practices
3. Value Based Recruitment
4. Fluent English
5. The Recruitment stages

Module 1 Learning Outcomes

• Identify and demonstrate best practice and fairness during recruitment
• Describe the importance of equality, fairness and inclusion throughout the recruitment and selection process
• Recognise Value Based recruitment and how this fits within Sheffield City Council
• Identify stages in the recruitment and selection process

Module 2 Recruitment and Selection Practice Part 1

Topics

1. Introduction
2. Organisational design and identifying a vacancy
3. Reviewing the job description
4. Advertising the post

Module 2 Learning Outcomes

• Identify key principles to writing a good advert

Module 3 Recruitment and Selection Practice Part 2

Topics

1. The recruitment panel
2. Shortlisting
3. Preparing the questions and assessment methods
4. Skills and qualities of an effective interviewer
5. Be aware of bias
6. Interview practice
7. Post interview

Module 3 Learning Outcomes

• Apply Sheffield City Council short-listing criteria
• Prepare for interviewing, including setting competency and value-based questions
• Demonstrate appropriate key skills, qualities and behaviours when interviewing

The How of Learning

This is a blended learning programme consisting of multimedia eLearning, a virtual classroom and a physical classroom session. The programme will be delivered in a linear form. Select the + buttons in each module for further information.

Recruitment and Selection Practice Part 1

Recruitment and Selection Practice Part 2

Recruitment and Selection Principles

Part 2 of this assignment will focus on module 1.

Commentary