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It is a new week! I have reflected on some of the amazing activity I saw on here last week from the legends behind @ShowTheSalary and @NonGradsWelcome and wanted to share some #recruitment tweaks we have made in our team. We aren't perfect but we are improving... 
We recently conducted a restructure which involved our fundraisers and managers having to go through a pretty intense re-recruitment process - we learnt ALOT which I wrote about here: https://managersmeetups.medium.com/recruiting-through-a-restructure-f9861706ce1 - main learning; be fair and as kind as you can be...
We had a vacancy recently despite the restructure as one of our team got a new role with more responsibility that they applied for during furlough (Yay! Always chuffed when someone finds an amazing opportunity for them, even if not with us).
Our advertised role profile (Relationship Fundraiser) does not require a degree or any educational qualifications as essential or desirable criteria - all we ask is a willingness to undertake training and professional development #NonGradsWelcome
Our role profile and all adverts also show the salary because...its the right thing to do. #ShowTheSalary
Once applicants applied we emailed them all a Job info Pack. This contained more detail on why this role matters, what a day might look like, what the impact of Covid has been on our fundraising, what success looks like for the role and what to expect from the selection process.
We got positive feedback from the candidates about the Job Selection Pack saying 'they could focus on the process', they 'knew what the role needed' and that it was super detailed and useful. One candidate read it and pulled out - saving us and them time...
We included the pre-interview questions we would ask candidates successfully invited to interview to answer ahead of the interview - worth 35% of overall scoring. This was a learning from the restructure; some people fair better with time to think & we want them to do their best
The candidates fed back that they liked having the opportunity to submit some questions in advance (done via an online survey link) as it took some pressure off 'performing' in interview.
We told them what the panel interview would include down to the number of questions asked, and that these questions would be emailed to them in advance so they have time to consider the examples and answers they would give...
We told them in the Info Pack when we would be letting candidates know if they were successful - and thanked them for their interest so far, as we know that putting yourself out there for a new role can be daunting and draining. Lets recognise that.
Panel interviews were quicker, with the candidates having had time to think about their answers in advance, and the whole process was less pressured. If anyone would like to see our pack or other elements of our process please ping me a DM - happy to share! #recruitment
