Using the ‘what’s working/not working’ tool within recruitment
Tool
The ‘what’s working/not working’ tool supports the generation of actions and ideas. It provides an efficient and practical way in which to capture the opinions of the stakeholders involved. This tool also ensures that information relating to each area of recruitment is gathered and talked about before jumping into action.
Using this tool will identify areas that need to change, remain the same and/or require further discussion to reach an agreed understanding or outcome.
This process allows you to generate actions and implement changes based on this information.
How and when to use the tool within recruitment?
The ‘what’s working/not working tool’ would typically be used within the recruitment and selection process where either:
- a change in the recruitment process or elements of the process are required;
- there is the need to reflect both sides of a situation; and/or
- you want to take the opportunity to hear different perspectives and gain feedback on a situation.
As part of a continuous improvement process it is good practice to reflect on different areas of your recruitment procedures even if for the most part it is working well. Elements of recruitment process where the tool could be used include:
- Reviewing or developing the position description.
- Determining how and where new jobs are advertised.
- Looking at the way an existing position is currently being performed.
- Considering the impact of the current job level on the capacity of the job holder to do or not do certain things in the role.
- Revising how individuals supported by your service are involved in the recruitment process.
- Looking at what is working and not working regarding the general recruitment process.
Tips
Think about who the stakeholders are and how to best involve them in order to gain quality feedback. The stakeholders should ideally be a cross section of people impacted by the situation. Capture as many different perspectives as you need to achieve the best outcome.
The ideal is to facilitate a discussion with all relevant stakeholders providing them the opportunity to share their perspectives and generate actions. If a suitable time cannot be arranged to do this at the same time, provide the stakeholders with alternative ways in which they can provide input. Compile the feedback received and use it as a guide for any changes.
This is a tool that promotes negotiation. Start by discussing all the areas the stakeholders are in agreement with and then move on to the areas where there may be differing opinions or ideas.
If there are differing opinions make sure everyone has the opportunity to discuss in detail why something is ‘working’ or ‘not working’ for them. Make sure that individual’s feel comfortable in expressing their opinions.
Make sure that the stakeholders you involve are clear about the particular area of recruitment you want their feedback on and what you will do with the information.
Keep in mind that some individuals will need time to clearly formulate their thoughts and provide you with the information you require.
If there is something that’s not working and has been ongoing issue you can use the 4+1 questions tool as a way of capturing previous efforts before moving to action.
Breaking the situation down further with prompting questions often assists people to provide extra detail. For example, when asking a manager what is ‘working and not working’ about a position that you will be advertising for, you may need to break down the different tasks within the role to fully understand the situation.
Template
Download the 'What's Working/Not Working' template using the button above
Tips
To go in left table column:
What’s working/what makes sense?
In relation to the situation: What are you happy with? What do you want to maintain or enhance?
To go in right table column:
What’s not working/needs to be different?
What needs to change? What needs to improve or be done differently? What things are you
unhappy with? What things are creating issues?
Additional resources:
- The Workforce Capability Framework.
- The disability career planner and capability framework implementation guide.
- Tool, tips and template – using the ‘4+1 questions tool’ in recruitment.
Definitions:
The term individual(s) refers to an individual with a disability and their family and/or circle of support.
The terms staff/employee(s) refer to paid or unpaid members of the workforce regardless of their employment relationship with their employer i.e. permanent, casual, full-time, volunteer, etc.
Intellectual property rights are jointly owned by National Disability Services Ltd, PeopleAdvantage Pty Ltd and Helen Sanderson Associates respectively. Concepts and intellectual property used with permission from The Learning Community for Person Centred Practices. ©This publication is copyright. All rights reserved.
