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Human Resources

 

This part of the HR website provides guidance on how to recruit effectively within the University and in a way which complies with University policy and procedures, employment law and equal opportunities legislation.The webpages can be only accessed by current staff members using Raven access:

The benefits of getting the recruitment process right include:

  • Appointment of person most suited to carry out the duties of the post and all the consequent benefits.
  • Internal processes flow more smoothly and efficiently.
  • Exclusion of any possibility of unlawful discrimination, inequality or bias.

The potential consequences of getting them wrong include:

  • Poor selection, appointment of person not suited to carry out duties of post, on-going managerial issues.
  • Internal processes become unnecessarily time-consuming.
  • Litigation.
  • Fines.

Contractual Terms and Conditions

There are different contractual terms and conditions according to staff type:

Established Academic staff

Established Academic-Related staff

Unestablished and Research staff

Assistant staff

Support, Guidance and Training

Effective recruitment is crucial to the ongoing success of the University and comprehensive training should be undertaken by all those involved in the recruitment process.

If you require advice on recruitment, please contact your HR Business Manager/Adviser or the Head of Recruitment.

The CHRIS Helpdesk provides support on HR systems used in the recruitment process.

 

Old menu structure:

Summary of the recruitment process

Step 1 - Vacancy definition

Write or update the role description

Key responsibilities section

Person profile section

Identify screening checks

Select an appropriate title

Complete the grading process

Step 2 - Recruitment planning

Construct selection criteria

Essential, desirable and weighting

Using behavioural attributes

Choose selection methods

University appointing bodies

Agree scoring and decision rules

Determine the application method

Alternative formats

Write Further Information document

Obtain permission to fill

Advertise the vacancy

When to advertise

What to advertise

How to advertise

Where to advertise

How to write a recruitment advert

Step 3 - Recruit and select

Manage applications process

Complete long-listing

Complete short-listing

Process and decision making

Assess behavioural attributes

Send invites to interview and rejections

Request references

General principles

Approach by staff group

Data protection and disclosure

Evaluate references

Finalise selection arrangements

Conduct selection activities

Prepare to interview

Conduct interviews

Using the behavioural attributes

Scoring and decision making

Close the selection process

Stage 4a - Appointment administration

Determine the starting salary

External appointments

Internal appointments

Clinical appointments

Research under-appointments

Spot salaries

Agree any recruitment incentives

Make an offer and send rejections

Make an appointment request

Stage 4b - Screening checks

DBS Basic Disclosure checks

Eligibility

Request a basic disclosure

Processing basic disclosures

Overseas applicants and portability

DBS Standard and Enhanced checks

Check types and eligibility

Request a DBS check

Processing and receiving DBS checks

Overseas applicants and portability

Right to work

Health assessment

Eligibility & procedure

Security

Eligibility

Request a security check

Security check results

Stage 5 - Supporting new employees

Induction

Planning an induction

Essential aspects of induction

Welcome letter

Role of new employees

Probation

Staff management

Equality law and recruitment

Key legislation

Types of unlawful discrimination

Questions about health & disability

Public sector equality duty

Codes of practice

Exceptions in equality law

Positive action

Occupational requirements

Other exceptions

University equality policies

Equality monitoring

Complaints procedure

Temporary & casual work

Training

Documents

Questions and answers