Our process, guidance and sources of support
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Our Recruitment Adviser can advise and support departments with recruitment to senior roles.
The candidate brief is the document we present to applicants. It contains details of the job, the department, the University and the city.
For ART roles, we have template candidate briefs with the appropriate job description and person specfication already inserted: you just need to modify these to suit your requirements.
Having an accurate job description and person specification is important. If you are filling an ART vacancy, you should start from the standard job descriptions for these roles: see our candidate brief pages.
Start thinking about the assessment methods needed to test for your criteria.
The vacancy must be approved against your department's plans and budgets. Approval takes the form of a signed-off vacancy request form [docx].
Send it with the advert and candidate brief to email@example.com.
Before advertisement there is a five day period when staff at risk of redundancy can apply for the role.
When your job closes we'll send you a reminder of how to log into e-Recruiter and view applications.
Shortlist methodically against the criteria in the candidate brief
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.
Once you've chosen your preferred candidate, ring them to make a job offer and probably agree a start date.
Once you have made an appointment you need to start planning for your new employee's arrival.