Throughout the recruitment process you should be mindful of equality and diversity considerations.
a) Review your requirements
Is recruiting the best solution to your needs?
c) Establish the grade for the job
d) Get authorisation to recruit
The vacancy must be approved against your department's plans and budgets. Approval takes the form of a signed-off vacancy request form [docx].
a) Email your completed VRF to HR Services
Send it with the advert and candidate brief to firstname.lastname@example.org.
c) The job is circulated to those on the redeployment register
Before advertisement there is a five day period when staff at risk of redundancy can apply for the role.
e) Candidates apply up to the closing date
When your job closes we'll send you a reminder of how to log into e-Recruiter and view applications.
a) Shortlist your interview candidates
Shortlist methodically against the criteria in the candidate brief
b) Tell HR Services who will be interviewed
c) We invite the candidates to interview
If it’s an ART post we’ll also request their references. You need to make the local arrangements - room bookings, for example. We also reject the unsuccesful applicants.
a) Make a verbal offer
Once you've chosen your preferred candidate, ring them to make a job offer and probably agree a start date.
c) We send a written offer to the candidate
We will also begin to working to make sure the conditions of appointment are met. We will also reject the unsuccessful candidates, unless you want them as reserves
d) After the appointment: planning ahead
Once you have made an appointment you need to start planning for your new employee's arrival.
For assistance contact HR Services at email@example.com or on extension 4835.
Guidance on the procedure for making senior appointments can be found on the HoDs gateway.
A training course is available to all staff involved in the recruitment and selection of staff.