Recruit talent in a food and drink business

This standard is about the skills and knowledge needed for you to recruit talent in a food and drink business. Recruiting talent to replace current staff, increase staff numbers and increase specific expertise or skills is an important function in a food and drink business. The often technical and labour intensive nature of the food and drink industry requires an effective strategy supported by streamlined but robust recruitment procedures. Ensuring the very best talent is recruited is essential in achieving objectives and growing the business. You will need the skills and knowledge to prepare a job specification and participate in the selection process. You must also have the skills and knowledge to work to recruit staff adhering to organisational and regulatory requirements. This standard is for you if you work in food and drink manufacture and/or supply operations and are involved in recruiting and selecting talent in a food and drink business.

Prepare to recruit talent

1. recruit talent in accordance with regulatory and organisational

   requirements and procedures

2. identify the role and specific tasks the new person will need to

   carry out

3. determine the skills, knowledge and abilities required to meet the

   objectives of the vacancy

4. prepare a job specification or role outline detailing the

   requirements of the vacancy and the terms and conditions of the

   role

5. liaise with colleagues to confirm the requirements of the vacancy

6. communicate the job specification to relevant people

   Recruit talent

7. check the job specification is marketed according to

   organisational procedures and ensuring maximum relevant

   exposure

8. organise and use specialist expertise in the selection and

   recruitment process if necessary

9. participate in the interview selection process adhering to

   regulatory requirements and ensuring your views are considered

   and noted

10. make a full record of the interview

11. liaise with colleagues to decide on a course of action following the

    interview process

12. provide feedback on the recruitment process including your own

    input according to organisational requirements

1. the regulatory and organisational requirements to be adhered to

   when recruiting talent including those relating to the marketing of

   a job vacancy, data protection and the interview process

   2. how to determine the skills, knowledge, abilities, potential and any

   additional organisational requirements of the vacancy

   3. the organisational procedures for the writing and marketing of a

   job specification and how to do this

   4. why it is important to liaise with colleagues when confirming the

   content of a job specification and how to do this

   5. the organisational methods of communication and information

   technology available and how to make best use of them

   6. why it is important to market the vacancy according to regulatory

   and organisational requirements and how to do this

   7. why it is important to check the vacancy is marketed as widely as

   possible in relevant publications, journals and e-based sources

   8. what the advantages and disadvantages are of using specialist

   knowledge in aiding the recruitment and selection process

   9. how to input into the interview selection process in a meaningful

   and productive way and why this is important

   10. how to input into the interview process in a meaningful and

   productive way and why this is important

   11. the organisational procedures to be adhered to when providing

   and receiving feedback on the recruitment process