 |
|
|
|
«Back
Citizenship First
350 Glossop Road
Sheffield
South Yorkshire
S10 2HW
UK
|
|
| Do you know aproximately how many graduates your organisation has recruited between 2004-2005? | 15 |
| How do you advertise vacancies that graduates could apply for? | Science and Maths, Health, Social Sciences, Business and Administration |
| From which degree discipline do you normally recruit graduates? | Any |
| Do you have any minimum academic requirements? (e.g. Yes/No) | No |
| What sort of work experience do you feel is appropriate for the kind of graduate roles that you recruit for? | None - all experience is relevant |
| What for you makes an applicant stand out from the crowd? | Caring approach and positive attitude |
| What common mistakes do you see applicants make at interview? | No preplanning |
| What kind of training do you provide for new starters within your organisation? | Pre job training, on the job training and continual assessment. |
| What is the average starting salary of a graduate within your organisation? | 12000 |
| Do you offer any other kind of work for undergraduate students? | None |
| Do you know approximately how many graduates your organisation has recruited over the past 5 years?
Please provide details | 45 |
| What is involved in your recruitment process? | National newspaper, Graduate Link |
| How does your organisation ensure a good work-life balance? | All staff are carefully assessed and questioned at interview to ensure that their work commitments will not have a detrimental effect on home/other commitments. All staff have a monthly Supervision with their line manager at which any issues can be openly discussed. Staff are actively discouraged from working more than their rostered hours and all staff try to be as flexible as possible to cover for colleagues’ unexpected absence. Regular social events are organised – often at the expense of the organisation – to facilitate team-building and foster a supportive environment. |
| How are people inducted into your organisation? How long is the process? | All staff have a two-day induction which is office-based. They are introduced to the organisation all necessary documentation (Bank details etc) is dealt. Our Support Workers are also shown videos regarding the nature of the work they will be undertaking. Once our Support Workers are out in the field, they are mentored by an experienced member of staff and a report is produced for every session of support which they undertake. In this way, the induction process is ongoing until the Support Worker is able to carry out their duties unsupervised. |
| How does the organisation embrace employees to make them feel part of the team? | It is made clear from the moment a candidate arrives for interview that we are a friendly, informal and supportive organisation. The interview itself is low-key but is also designed to elicit the most information possible from each candidate. Interviewees are encouraged to talk about any experiences which may be pertinent to their role and are given plenty of information about the organisation, including our active social calendar! Once a new employee has started with us, they are introduced to all staff, advised who they need to go to depending on their requirements and encouraged to relax and ask questions. |
| What kind of training do you provide for new starters within the organisation? | Training for Support Workers is ongoing in terms of their day-to-day role. In addition, we run regular training courses – both in-house and external – to ensure all staff are compliant with regulations pertaining to their role. These include First Aid, Moving and Handling and Dealing with Challenging Behaviour. Other staff, such as the Administration support staff, work closely with colleagues until they are comfortable with their role. No member of staff is ever left alone until we have ascertained that they are competent and happy to continue unsupported. A senior member of staff is always contactable should any problems arise. |
| What benefits/rewards are offered by the organisation? | 20 day paid leave per annum, plus Bank Holidays. Occasional nights out at the organisation’s expense. A sickness benefit scheme has just been put into place, paying 75% of salary after sickness has lasted for four weeks. |
| What is the recruitment process for a graduate applying for work with your organisation and what core competencies do you look for? | Graduate criteria are the same as those for non-graduates – we look for the qualities each individual possesses and qualifications are largely irrelevant. We have a number of very well-qualified employees and an equal, if not greater, number of employees with few or no qualifications. An applicant’s value base is of more relevance to us than paper qualifications, however we do attract a significant number of post-graduate applications. |
«Back
|
|
|
|
