Appendix 5 Recruitment process
Overview of the Appointments Process
1.
The recruitment process will be structured using the stages set out below which were
used for the recruitment of Council Members.
2.
The total cost of £54300 for the recruitment exercise has been approved by the
Council as part of the overall 2014 budget.
3.
The indicative timetable for the recruitment process, including details of how the
process will work is set out in Annex 1.
Conduct of the Recruitment Exercise
4.
A recruitment agency will be procured that will specify and deliver the most appropriate
and cost effective selection exercise and ensure quality assurance measures are
operated effectively within a well-controlled environment and applied throughout the
process to ensure that the highest standards are maintained.
5.
The executive will work with the agency to prepare and issue the advertisements,
communications and information pack and work with the agency and the selection
panel to facilitate the process.
6.
The Council will have oversight of the process through delegation to a selection panel
of Council members.
7.
Existing members of the Appointments Committee will be eligible to apply through the
full recruitment process.
8.
The Chair of the Appointments Committee will be recruited as part of the process.
9.
In order to ensure best practice the GDC’s process will take account of the PSA’s
relevant guidance and principles.
Roles and Responsibilities
The Role of the Recruitment Agency
An agency will be procured to manage the recruitment project on behalf of the GDC.This will
include:
•
Providing advice on the design of the appointments process (including providing an
independent view on the role profile and person specification).
•
Assisting with the completion of an equality impact assessment and risk assessment;
•
Designing an appropriate publicity strategy (which may include alternative search
methods) especially to encourage interest amongst Dentists and Dental Care
Professionals and the attract a high quality, diverse pool of applicants;
•
Logging and analysing the interest in the roles, and recording/analysing information
from completed equality and diversity monitoring forms;
•
Creating and managing the online application process including a dedicated website
with details of the vacancies;
•
Conducting the initial sift of all applications; notifying those not shortlisted and
providing feedback to those candidates not selected for interview;
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•
Notifying candidates selected for interview, collecting references and arranging the
interview timetable; and
Liaising with the Council’s selection panel and GDC staff at regular intervals.
•
Role of the Council Selection Panel
To select through an open, fair and competitive process the most meritorious candidates for
the roles of Chair and members of the Appointments Committee.
Specific Tasks of the Council Selection Panel:

Familiarise itself with contextual information included in the candidate briefing pack;

Confirm agreement with principles to govern its selection decisions and agree ground
rules (eg collegiate working leading to consensus, evidence-based decision making
etc) and determine long-listing and short-listing criteria;

Determine a mechanism for quality assuring the sift of applicants undertaken by the
agency, and ensuring this mechanism is adopted and followed;

Agree preliminary interview questions;

Agree long-list of candidates to be invited to preliminary interviews and short-list of
candidates to be invited to final interview;

Agree final interview questions and undertake final interviews; and

Agree final list of candidates for recommendation to the Council for appointment,
taking account of all evidence (including from references, due diligence, application
forms etc).
Specific Role of the Chair of the Council Selection Panel:

Lead the panel and facilitate an evidence-based, fair and open process at all stages
of selection;

Ensure the panel has due regard for diversity and balanced representation across all
stages;

Ensure that conflicts of interest (for both panellists and candidates) are reported and
logged and referred to the Director of Governance, and appropriate action taken if an
unmanageable conflict is identified;

Ensure that the selection decisions are properly and transparently documented;

Approve any feedback to be provided to unsuccessful candidates at final interview
stage; and

Ensure that appropriate due diligence checks are undertaken before candidates are
recommended for appointment.
The Role of the Executive
To work with the agency and the Council member selection panel to manage the overall
process.
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Annex 1: Appointment Timetable
Date
Application stage
Process
June 2014
Procure agency
July/August 2014
Closing Date
August 2014
Longlist meeting
September 2014
Preliminary
Interviews
September 2014
Shortlist meeting
September 2014
Referencing
October 2014
Opportunity to meet
with GDC Chair
and/or Chief
Executive (nonmandatory)
Final Interviews
Executive to conduct
procurement
exercise
Applications received
and acknowledged
by email
Agency decides on
candidates for
preliminary interview
Undertaken by
agency in London.
Interviews will further
explore candidate fit
against the core
competencies
Selection panel
decide on candidates
for final interview
Referees contacted
by email
45 minute face to
face meeting at the
London office of
agency
October 2014
October 2014
Candidates Advised
of outcome
November/December Induction and
2014
briefing period
January 2015
Council Panel
interviews
undertaken at
London office
All interviewed
candidates advised
of the outcome of
final interviews
Meetings with key
GDC stakeholders
Communication by
Agency
Candidates advised
of the outcome by
email by agency
Agency
Candidates advised
of outcome agency
Agency
Arranged by
telephone by agency
Confirmations by
telephone and email
by agency
Candidates will be
advised of the
outcome by
telephone. The
successful candidate
will receive a letter
from the GDC
formally confirming
the appointment
GDC
EMT/Chair/Senior
Governance
Manager
New Appointments
Committee starts
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