Deciding who you need to recruit is dependent on two things, whether you need a completely new member of staff or whether you can promote from within. Promoting from within can help reduce the chance of a drop in service as that person already knows the routine and understands the ethos of the setting. You will also have to take into account the length of time that it may take to find the right person and make provision to overcome this.

If you have identified a gap in knowledge and skills then your recruitment procedure may not be so urgent. However, if you are replacing a member of staff who has left and you need to fill that gap quickly, the recruitment process may be very urgent for you. You may need to make provision to either take on a temporary member of staff until the gap is filled or re-organise the current staff team to cover this absence; either way it is worth planning for this at the beginning so that you know what provision you need to put into place and the length of time it will be needed.

Once you have identified the need to recruit a member of staff for a specific role you will need to draw up a Job Description and a Person Specification. The job description helps you to identify what the role is and to draw up a list of responsibilities for that role. The person specification identifies the level of experience and qualifications that you need in order for the new member of staff to do that role. If written correctly, the job description and the person specification should complement each other. Once you have written these, you will be able to write up the advert and advertise.

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