INTERNATIONAL RECRUITMENT The Cabinet Office 9 December 2003

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INTERNATIONAL RECRUITMENTThe Cabinet - Office9
December 2003

• Kathryn Kelly
• Consultant
• Recruitment Careers

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INTERNATIONAL RECRUITMENT

• Why international recruitment has become part of
  recruitment retention strategies
• Immediate need for highly qualified and
  experienced social workers
• Where recruitment activities have occurred
• Australia, New Zealand, Canada, S Africa,and
  Jamaica

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INTERNATIONAL RECRUITMENT

• Why these countries were selected
• Prior experience of employing individuals on
  Holidaymaker/student schemes
• Links through existing or previous staff to these
  countries
• Agencies offering recruitment experience in
  specific countries

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INTERNATIONAL RECRUITMENT

• Who they are employing
• Individuals wishing to expand their experience
  overseas
• Empty nesters who did not travel abroad in
  their youth
• Unemployed individuals or those on temporary
  contracts
• Holidaymakers/students

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INTERNATIONAL RECRUITMENT

• How they have prepared
• Set up internal steering group chaired by senior
  officer to agree roles and responsibilities
• Worked with an agency who organised all flights,
  accommodation, interview venues etc.
• HR staff developed information packs in
  accommodation and living costs plus general
  information
• Service Managers developed skill profiles of what
  they were seeking, for interviewing purposes.

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INTERNATIONAL RECRUITMENT

• The selection process
• Initial sifting of applications by the agency
• Shortlists for interview agreed.
• Recruitment team travels overseas
• Interviews and written exercises carried out
• Job offers made into a pool or to a post after
  approval from service manager obtained and
  subject to checks and references.

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INTERNATIONAL RECRUITMENT

• Levels of interest in working in the UK
• Varied between countries 700 applications
  received in S Africa
• How long the process takes
• Example
• July Set up steering group and discussions
  with Home Office
• October Interviews
• January New staff commence work in UK

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CRITICAL FACTORS FOR SUCCESS

• Senior level support and approval from the outset
• Clarity in roles and responsibilities
• Collection and collation of information on living
  working in the UK
• Cultural orientation before departure or on
  arrival
• Meeting greeting on arrival to the UK
• Provision of temporary accommodation in locations
  suitable for the workplace

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CRITICAL FACTORS FOR SUCCESS

• Bank accounts
• Guidance on modes of transport to work
• Speeding up essential car users processes and
  familiarisation with driving in UK
• Mobile phones
• Golden Hello on arrival to cover costs
• Social gathering welcoming for new staff
• Buddy systems
• Through induction
• Early performance review and feedback

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What has been gained from overseas recruitment
activities?

• New perspectives on service delivery
• Greater diversity in the workforce
• Improved induction and support for new staff
• Possibilities for staff development to aid
  retention through visits

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• Why is it that as employers we are very good at
  giving departing employees a good send off but
  seem to do very little to welcome the arrival of
  new ones? How employers handle the integration
  of their overseas employees will not only
  determine their success in the workplace, but it
  will also be critical to long-term stability and
  retention. In short, the welcoming, orientation
  and assimilation of new employees is a process
  far too important to be ignored.

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Quote from a Recruitment Strategy Manager

• If a teacher has a comfortable and enjoyable
  start to their employment in the UK it will
  reflect positively on our Borough and our
  reputation as an employer. Furthermore, we are
  more likely to benefit from other teachers
  hearing about us both here in the UK and overseas
  which will ultimately lead to future referrals

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Recruitment Retention StrategiesIn Social
Services

• UK ADVERTISING
• Newspapers/publications
• Website designated site
• On line recruitment agencies
• Call waiting announcements

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R R strategies continued

• RECRUITMENT PROCEDURES
• Fast tracking applications contact names and
  numbers to ring for interview if fully qualified
• FINANCIAL INCENTIVES
• Golden handshakes/handcuffs
• Competency development schemes eligible after
  one year.

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R R strategies continued

• GROW YOUR OWN SCHEMES
• Converting qualified posts into trainee posts and
  training unqualified Family support workers
• Releasing unqualified posts thus creating entry
  level access to members of the local communities.

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R R Strategies continued

• FLEXIBLE WORKING ARRANGEMENTS
• KEY WORKER STATUS
• REVIEW OF CAREER STRUCTURES/GRADES
• R R STRATEGY MANAGER POSTS

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Recruitment Careers Support

• 14 years Futureville, modern apprenticeships,
  
• 16 years Castlefield Challenge,
  www.lgcareers.com and careers promotional
  material
• www.lgjobs.com
• National Graduate Development Programme
• Bursaries for undergraduates for key occupations
• In development
• Accelerated Development Programme
• Overseas Recruitment website