HR/868
Service: Recruitment
Contact: David Owen (extension 94369)
The Objective of the Service
To attract high quality applicants; to progress recruitment efficiently in accordance with best practice, the Equal Opportunity Policy and in a cost-effective manner.
HR will:
Prior to Advertising:
- advise on policy and procedures to be followed
- advise on choice of media and associated timescales
- undertake job evaluation as necessary, especially in relation to new posts
- advise on format of job descriptions and person specifications
- review and amend draft advertisement for legality, economy and adherence to 'house style'
- ensure 'proof' of advertisement and cost are approved by recruiter
Advertising:
- liaise with Advertising Agency to place advertisement in next available issue
- advertise all posts internally on the HR website
- place advertisement on other electronic media i.e. JOBS.AC.UK, as requested
Prior to Interview:
- on notification from the vacancy owner/admin assist, invite candidates for interview within 2 working days of request
- request references and provide the appointing committee chair with copies prior to interview
- provide all members of the appointing committee with panel packs detailing shortlisted candidates
Post Interview:
- write, if required, to candidates who are unsuccessful at interview within 2 working days of receipt of Action Following Interview Form
- pay invoice from Advertising Agency on receipt and claim negotiated discounts
- process claims for reimbursement of travel expenses within 7 days of receipt
- issue letter of appointment no later than 2 working days after receipt of satisfactory references and completed Action Following Interview form
- ensure the appointee receives health clearance and advise department of any problems
- liaise with recruiter and submit certificate of sponsorship applications where necessary
What we need from the Head of Department:
Prior to Advertising:
- obtain financial approval via the request to appoint process
- early notification of recruitment so that appropriate advice can be given
- identify vacancy owner and admin assistant
- to agree with HR, in advance, a timetable for the process i.e. advertisement date, closing date, interview date
- to advise HR of the constitution of the appointing committee
- provide electronic versions of the job description, person specification and further particulars of the post at least 2 days before the proposed insertion date
Prior to Interview:
- shortlist candidates for interview promptly and in accordance with criteria set out in the Recruitment and Selection guidance notes (HR/345)
- the vacancy owner promptly submits the names of those shortlisted for interview
- ensure at least 14 days between the shortlist being received in HR and the interview date
- advise HR/applicants of any unavoidable delays
Post Interview:
- ensure that the Vacancy Owner on the day following the interview, submits the Action Following Interview form detailing the basis on which the decision to appoint was taken
- retain all shortlisting/interview notes for 6 months following interview, then destroy
- wherever possible, contact unsuccessful interviewees by telephone within two days of interview
- provide data promptly for Certificate of Sponsorship applications where appropriate
- provide feedback on the recruitment process by completing the standard pro forma
Updated 2010