Talk:Human resource management in construction - Revision history

Editor: Reverted edits by 46.60.251.194 (talk) to last revision by 80.71.4.209

2019-11-18T13:14:10Z

Reverted edits by 46.60.251.194 (talk) to last revision by 80.71.4.209

← Older revision		Revision as of 13:14, 18 November 2019
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	* Ensure unsuccessful candidates are informed courteously and promptly		* Ensure unsuccessful candidates are informed courteously and promptly
	* Once an offer is accepted, check the references given by the candidate.		* Once an offer is accepted, check the references given by the candidate.
−	* reece banham smells

46.60.251.194 at 11:27, 18 November 2019

2019-11-18T11:27:17Z

← Older revision		Revision as of 11:27, 18 November 2019
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	* Ensure unsuccessful candidates are informed courteously and promptly		* Ensure unsuccessful candidates are informed courteously and promptly
	* Once an offer is accepted, check the references given by the candidate.		* Once an offer is accepted, check the references given by the candidate.
		+	* reece banham smells

80.71.4.209 at 08:37, 1 May 2019

2019-05-01T08:37:40Z

← Older revision		Revision as of 08:37, 1 May 2019
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−	~~Rather than bullet pointing it~~, ~~could you go more~~ into ~~depth~~ in ~~some~~ of the ~~things~~ that is ~~said~~.	+	Architects' must follow the ARB and RIBA Codes of Conduct, as well as the RIBA Chartered Practice Criteria and relevant employment legislation.
		+
		+	Discrimination is illegal under the Equality Act 2010 and against ARB standard 12 and RIBA principles 1.5 and 3.1.
		+
		+	If an interviewee mentions a disability, appropriate questions would need to be asked to help manage that in the work place. It would also need to be taken into account for any tests that form part of the interview process.
		+
		+	Recruitment policies should include:
		+
		+	* Write out a job description for the role, including skills required, experience required, qualifications required, basis of employment (permanent or fixed contract), salary, other benefits and personal qualities desired
		+	* Inform current members of staff we are recruiting to obtain personal recommendations, and also consider advertising the position in the architectural press, online and through recruitment agencies
		+	* Screen the incoming CVs of candidates for appropriate skill and experience
		+	* Establish an interview process
		+	* Establish who will interview the candidates – brief any other interviewers on discrimination legislation so no questions are asked that would infringe this
		+	* Set out the list of criteria and key questions to be asked during the interview
		+	* Make notes during the interview to be able to compare interviewees
		+	* Set out when an offer will be made – after the second interview with a Director
		+	* Ensure unsuccessful candidates are informed courteously and promptly
		+	* Once an offer is accepted, check the references given by the candidate.

193.62.24.120: Created page with "Rather than bullet pointing it, could you go more into depth in some of the things that is said. "

2018-11-16T13:46:01Z

Created page with "Rather than bullet pointing it, could you go more into depth in some of the things that is said. "

New page

Rather than bullet pointing it, could you go more into depth in some of the things that is said.