Recruitment & Selection


If you are interested in innovative ways to get the best people into your organisatiion / company we can help.

Case Study 1: London Probation Trust (LPT)

Innovations At Work consultants in partnership with Robin Hall HR Consultancy, have recently vompleted a very well received  project at LPT which involved reviewing and re-evaluating two Job Person Specifications: one for Senior Probation Officers, the equivalent to middle managers, the second for Assistant Chief Officers - senior managers. This was the key part of the work, and around this the whole Job Description as part of the invite to join the Trust was also reviewed. Interestingly, the client wanted to 'future proof' the work, so Equal Opportunities as a term was replaced with 'Inclusive Leadership', which fitted the movements in culture that the Trust was making. New templates for shortlisting, the interview and giving feedback to unsuccessful candidates were written. The work will be completed in September 2013 when a two day pilot training event for Recruiting Managers will be run to embed the work.

Case Study 2: Maidstone & Tunbridge Wells NHS Trust in 2011 to present day

Currently, Innovations At Work consultants are the preferred supplier of recruitment and selection for Maidstone and Tunbridge Wells NHS Trust. We have undertaken a gap analysis with the Recruitment Team and reviewed the Trust's processes and made recommendations. These recommendations have then been put into practice in a new two day training event for Recruitment Managers, which we have written a participant's pack for and then delivered the pilot. The Trust was particularly pleased that equality and diversity was 'mainstreamed' into the whole recruitment methodology to ensure that the Trust met its Public Duties.

The evaluations were extremely positive and references are available. This work is on-going.


Example of a half day programme:


During the half-day, participants we will take a fresh look at:

  • Positive Action and what the legal requirement allows;

  • The whole recruitment & selection process in order to check the preferred sequence and build a consistent approach;

  • Spotlight effective Selection Criteria and how this looks different to criteria that can ‘unwittingly’ harbour inequality;

  • Take a fresh look at what evidence is required and how they real evidence can be obtained;

  • Review interview techniques that work and those that fail to provide tangible evidence;

  • Briefly look at updates in the legal framework.


  • Appointing the very best people in the UK;

  • Meeting the employer's legal duties to build the capacity of their appointing staff.

Ingredients of an indicative programme

  • Introduction, programme and objectives

  • Positive Action and what the legal requirement allows

  • Review the whole recruitment & selection process: your opportunity to check the preferred sequence and build consistency

  • Effective Criteria, what does it look like? Finding real tangible evidence: how do I go about it?

  • Tea / coffee break

  • Interview techniques that work and those that fail to provide tangible evidence;

  • Assertion versus tangible evidence

  • A brief look at updates in the legal framework

  • Evaluation and verbal round up and close


Next Steps



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