Wickland Westcott

Rochdale MBC - Public Sector Recruitment

The value of partnership working within the public sector is well established. Wickland Westcott has recently supported Rochdale Metropolitan Borough Council in the recruitment of three Head of Service level positions within an eight-week timeframe. Our experience has taught us that there are 5 key steps critical for successful recruitment within local authorities:

1. Create a 'one team' approach
2. Actively listen to and involve key stakeholders
3. Make information clear and easily accessible
4. Make the recruitment process transparent, two-way, thorough and challenging
5. Ensure recruitment activities complement existing HR processes

A 'one team' approach

Our consultants aim to act as part of the internal personnel team, maintaining high levels of two-way communication, presenting a unified approach to the recruitment process, and attending key meetings such as Member Interview Training Workshops.

Involve key stakeholders

We actively listen to key stakeholders so they can choose which of our services will add real value. For example, Members and Senior Officers often ask for support in drawing up longlists and shortlists, and in the design and running of Assessment Centres, enabling us to brief Appointment Committees on our findings prior to final stage panel interviews.

Clear and accessible information

We work closely with in-house agencies to write the advertising copy, and we set up cost-effective and reusable Council-branded microsites, to which all applicants are directed. Here they can find relevant application documentation and links to the Council's own website. We ensure that information can be easily accessed, applications tracked, and that any queries are promptly answered.

Transparent recruitment process

Following a paper sift, candidates complete a self-assessment questionnaire, designed around core behaviours critical for success in the role. As well as giving candidates an insight into what is expected of them, this provides valuable supplementary information to support the competency-based element of the interviews. Based upon early agreement about Assessment Centre content, we use a range of tools including an online personality questionnaire, situational interviews presenting 'live' scenarios important to the Council, case study exercises, and a test of managerial judgement. We can also arrange for candidates to meet key stakeholders and colleagues on an informal basis, a valuable opportunity for both candidates and Senior Officers.

Complement existing HR processes

To ensure consistency, final panel interviews often include candidate presentations and standardised competency-based questions designed by the internal personnel team. To supplement this, we create questions for each individual candidate, designed to probe specific areas of interest based on the output from the personality questionnaire.

A final word

By following these five steps Wickland Westcott successfully filled three key Head of Service level roles for Rochdale Metropolitan Borough Council. Stephen Harper, Head of Personnel at RMBC, commented that "the solutions were exactly in line with our requirements. A flexible and helpful approach was shown at all times." He added "I was impressed with the effort made to respond to a demanding situation".