Demographics

Over coming years the workforce is set to become more diverse in terms of gender, age and ethnic balance, building on changes that have already happened:

• In relation to gender, there is a continuing trend for more women to enter the workforce, raising issues such as equal pay and the provision of childcare.
• In relation to age, falling birth rates and greater longevity mean that by 2030 46% of the UK population will be over 50 – compared with 33% in 2002.
• Pension changes will also impact in this area, leading to many people working for longer.
• In relation to ethnicity, by 2020 net migration accounted for more than 40% of the growth in the working age population.

All of these matters are important and complex and will take serious consideration by organisations during recruitment as well as other employment activities. Employers will need to do more to both attract and retain a more diverse workforce.

To maximise the participation of different age groups within an organisation’s workforce and encourage age/generational diversity, the particular needs and expectations of each age group will have to be taken into account in designing jobs, in recruitment activities and in induction into the workplace. Although not homogenous in their expectations, there are some common themes that are apparent in the different generations at work.

Flexibility

The trend away from a reliance on ‘permanent’ full-time contracts of employment to the increasing use of more flexible and atypical working arrangements – eg homeworking, compressed hours working, term-time contracts and part-time arrangements, as well as outsourced services and contracts for services – can be seen to be a continuing one. The reasons for this include:

• legislation – i.e. the unfair dismissal rights of employees, agency workers’ rights
• employee expectations about work–life balance
• changes in career paths as knowledge workers move to self-employment
• organisations’ utilising a range of options to resource their non-core functions
• organisations’ requiring increased flexibility in terms of hours of work
• location, skills development and the duration of the employment relationship
• in order to respond quickly to market demands
• government policy on outsourcing and efficiency in the public sector

Objectives

After completing this course you will:

Who is this course aimed at?

This Interview Skills training Course is suitable for anyone with recruitment and selection responsibility who wants to better understand how to build equality and diversity into recruitment and selection and deal more effectively with equality related issues. Ideal for HR (Human Resources) managers or anyone who interviews candidates as part of their job role

What's covered?

• Equality Act 2010
• Preparing for fair selection
• Interview structure
• Interview questions
• Managing diversity - before interview, at interview, after interview
• Listening, questioning and probing skills
• Recording and feedback
• Do's and don'ts

You will gain:

• essential knowledge about the Equality Act 2010 and its impact on Recruitment and Selection
• practical hints, tips and techniques for fair interviewing and selection and managing diversity at interviews.
• a clear understanding of good interview behaviour/actions and its benefits.