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Rec Public Sector Summit Clear Presentation Final

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KateHeadley

The document discusses the challenges facing the public sector in recruitment and hiring amid budget cuts. It emphasizes that diversity and inclusion must remain priorities during times of change. Recruiters are encouraged to innovate, consider the long term benefits of inclusive hiring practices, and work with employers to remove barriers that limit access to talent pools.

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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

More Related Content

Rec Public Sector Summit Clear Presentation Final

  • 1. Rising to the challenge Kate Headley
  • 2. 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  
  • 3. 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
  • 4. 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
  • 6. The Challenge Budget cuts Traditionally lead to....
  • 7. The response Spreadsheets Taking precedent over
  • 9. 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
  • 10. 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
  • 11. 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
  • 12. Time for change – making a difference
  • 13. 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
  • 14. 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
  • 15. 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
  • 16. Bringing you hope REC – Diversity Standard/Diversity Council Employers Forums Job Centre Plus Internet - if in doubt Google it! Networks/colleagues Clearkit™
  • 17. 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!  
  • 18. 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
  • 19.  
  • 20. 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

Editor's Notes

  1. So we know where i come from and you are all thinking great – but did you not just hear what the man said?
  2. Been at the sharp end, been the supplier, Manchester – my biggest budget. Seen it all and fundamentally know that doing it right is the most cost effective way
  3. Sounds great – can share lots of experience and knowledge but how does that work in the context of cuts?
  4. Because in these unprecedented times (or are they?) it will be easy to lose sight of people in favour of budget and sums and bottom lines......however that is the risky strategy hence why OGC have rightly set out a stall of budget control and efficiency whilst continuing to live the values of the public sector and increase diversity, local communities to source our talent et c.
  5. People remain the priority, ian talks about balancing temporary and permanent placements, the key is to ensure we are aware of the challenges, lets consider what they might be?
  6. Employer back in control, true partnership with suppliers – RMG is one example but similarly health sector central and local government seek expertise and support, diversity is important to them, more so than ever as the changing world becomes apparent.
  7. Less for more the same old story
  8. Employer back in control, true partnership with suppliers – RMG is one example but similarly health sector central and local government seek expertise and support, diversity is important to them, more so than ever as the changing world becomes apparent.
  9. People remain the priority, ian talks about balancing temporary and permanent placements, the key is to ensure we are aware of the challenges, lets consider what they might be?
  10. It is possible and it makes good sense but... You may have to think differently about how to add value. I work with organisations all the time, public and private i know what th
  11. People remain the priority, ian talks about balancing temporary and permanent placements, the key is to ensure we are aware of the challenges, lets consider what they might be?
  12. But there are some common pitfalls