74. Approved requests to waive advertising must be copied to the Director of Human Resources in order to monitor and evaluate the effectiveness and impact of this policy. In practice this means that there must be at least one woman on all UCL panels, and more than one in larger panels, to avoid the impression of tokenism. is part of the job, UCL's insurers require that references be obtained for the previous three years and that the successful applicant may not start work until references satisfactory to the Head of Department/Section have been obtained. The salaries of other staff doing similar work within the department/division with similar experience should also be taken into account. Due to the nature of the funding, Marie Skłodowska-Curie Actions ITN posts do not need to be advertised to Redeployees for 5 days prior to external advertising. 71. UCL Human Resources can assist in advising on the equivalence of particular overseas qualifications. Ready-to-go resources to support you through every stage of the HR lifecycle, from recruiting to retention. Local PPSM Policy 20 Recruitment & Internal Promotion. Any member of staff with concerns about the application of this policy should raise their concerns in writing with their Head of Department, or with the manager to whom the Head reports, if the concern includes the Head's actions. A 'Recruitment and Selection Checklist' is also provided in Appendix J of this policy. For example a job may require that the appointee 'must be able to travel to a number of different locations on UCL business'. research councils), including on secondment or based on their sites, we are required to be compliant with HMG guidance on Baseline Personnel Security Standards. The details of a vacancy or 'further particulars' of a post must include the job description and person specification for the post together with any other important information that a potential applicant needs to decide whether to apply. The executive search firms are required to provide long lists with at least 30% female representation and 15% BAME representation. What’s in, what’s out, and what’s around the corner—they’ve got the HR world covered. But above all, we want to make sure that our employees learn and succeed within our company. In all cases care should be taken to ensure that job-related tests are well explained in writing for candidates, in plain language, that all candidates are subject to the same tests under exactly the same conditions, (excluding any allowances made as 'reasonable adjustments' to disabled candidates) and that presentation topics do not favour any one candidate. The person specification enables potential applicants to make an informed decision about whether to apply and those who do apply, to give sufficient relevant detail of their skills and experience in their application. When making appointments to posts with management responsibilities, consideration should be given to UCL's Ways of Working and UCL's Core Behaviours Framework. The internal recruitment process refers to promoting and assigning tasks to employees from within the same organization to higher positions. department/faculty/division/research group, the post to whom the postholder is responsible, any special working conditions (e.g., unsocial or shift working patterns, the requirement - for clinical posts - to obtain health clearance from an NHS Trust, the requirement for a criminal record check - (see paragraphs 86- 88), A note that indicates that, as duties and responsibilities change, the job description will be reviewed and amended in consultation with the postholder, An indication that the postholder will carry out any other duties as are within the scope, spirit and purpose of the job as requested by the line manager or Head of Department/Division, A statement that the postholder will actively follow UCL policies including Equal Opportunities policies, An indication that the postholder will maintain an awareness and observation of Fire and Health & Safety Regulations, Avoid jargon and unexplained acronyms and abbreviations, Be readily understandable to potential applicants for the post. Our company encourages promotions and job moves that will help employees hone their skills and advance their careers. Successful applicants who declare a disability or may require adjustments to their work or working environment are referred to the Occupational Health Service, once they have completed their online staff registration form. They do not need to meet the desirable criteria. We are committed to investing in our employees and help them grow their skills and gain experience while working with us. Detailed advice is available from HR Services. It is the responsibility of each Head of Department/Division to ensure that this policy is carefully followed within their department/division. Appointments must be based on merit. It is the responsibility of the Chair of the panel to ensure that such questions are not asked. 99. Recruitment efforts shall be designed to attract applicants who possess the strongest qualifications required for successful performance of the duties and responsibilities of the vacant position. Preparation for Recruitment and Selection. When conducting telephone references, it is helpful to plan the conversation beforehand and to have a list of questions ready. c. Deans are also strongly encouraged to use the waiver of advertising facility to headhunt the best women and ethnic minority people in their field. In feeding back to candidates it is good practice to balance the applicants' weaknesses with some positive points. 60. The Immigration, Asylum and Nationality Act 2006 makes it an offence to employ anyone who does not have permission to be in, or work in, the UK. Our internal hiring process policy describes our process for hiring within our company to fill open roles. Assistance with the production of alternative formats is available from UCL's Equality, Diversity & Inclusion team. Authorisation needs to be obtained before a role is cleared for advertising. During the recruitment freeze financial approval must be obtained by following the. Add a few personal touches and you’re good to go. evidence of eligibility to work in the UK, satisfactory internal/external references). Positive action provisions in the Equality Act 2010 can be used to appointa staff member from an underrepresented group where they score equally. Read our in-depth report. 64. Letters or emails to shortlisted candidates should include: 65. Always think what’s best for your team members in terms of their personal and professional growth. An internal recruit would need no orientation and far less training, as they are already familiar with the company processes, goals, vision and ‘way of doing things’. When a vacancy arises, preferential consideration must be given to staff whose posts are being made redundant and who are eligible for redeployment (see Redeployment Policy). Extreme care must be taken if physical requirements are specified. Our company will provide you with training on how to create career paths for your team members and help them become better at their jobs. Internal hiring limits the infusion of new knowledge and ideas into the firm. Connect with our team of Workable experts and other industry professionals. Requirements for compliance with UK Immigration legislation (see paragraphs 60, 61 and 89-92, the job title (which must be sex and age neutral), the location of the job i.e. The Head of Department/line manager should select interview panel members prior to the closing date; this allows panel members to assist in the shortlisting process. While staff will normally be appointed following advertisement of a post, in exceptional circumstances the requirement to advertise a professorial post may be waived by the Provost on application by the relevant Dean. BBC Recruitment Policy Page 2 of 8 Last Updated 13.06.2019 The offer of employment must comply with BBC compliance policies (e.g. Recruitment and monitoring data is reported annually to the Human Resources Policy Committee and Committee for Equal Opportunities. All Heads of Department/Division should make members of their staff aware of the obligation to familiarise themselves with and follow this policy. all male or all female) and all UCL recruitment panels must comprise of at least 25% of women, including those for senior positions. Our internal hiring process policy describes our process for hiring within our company to fill open roles. In order for the policy and procedure to be effective it is essential that any employee who is involved in any aspect of the recruitment and/or selection of staff is aware of this document and follows it. Europe & Rest of World: +44 203 826 8149 Our only requirement is that our employees have to complete their [three-month] onboarding period before they can change roles. The person specification details the: required to do the job - specifying which are essential and which are desirable; these may be different from the attributes of the previous post holder. Feedback should be specific, relating to the person specification, and honest. Heads of Department, Departmental Administrators and nominated Training Administrators have access to departmental training records. To achieve this, all managers and team members should talk freely and frequently about what career moves make sense for their abilities and motivations. Interviews should be scheduled as soon after the closing date as reasonably possible, as delays are likely to lead to a loss of candidates. Telephone references should be avoided but, where time pressures or the location of referees dictate that this may be appropriate, recruiters should ensure that they are certain as to the identity of the person to whom they are speaking. When requested and where reasonable, documentation should be translated into alternative formats. UK qualifications should be stated but (other than for required membership of a UK professional body) it should be made clear that overseas equivalents will be accepted. 1981756 . In summary these are that details of a post must be publicised, selection must be on the basis of appropriate criteria and merit, a record of the process and decision must be kept. Psychometric tests may only be given by trained test administrators and any department wishing to use psychometric tests must contact UCL Human Resources for advice. The new vacancies created in a firm by internal hiring are associated with additional recruitment, screening, orientation, and training costs. Americas: +1 857 990 9675 100. For some roles, the offer is subject to a check of … At least two members of the interview panel, including the immediate line manager, should undertake the task of shortlisting. This policy explains how Monitor makes sure it recruits the best candidates that meet its values. 52. Any request for disclosure of references must be forwarded to the UCL Data Protection Officer. Only the HR Services issues letters of appointment and places individuals on the payroll (other than very limited exceptions). Redeployees should meet the essential criteria for the post (or can achieve this with minimal training) but do not need to meet the desirable criteria. Actively participate in our succession planning efforts. Supplementary questions should be used to probe for further information or clarification where answers are incomplete or ambiguous. 45. the right to work, have not been taken up prior to sending new starter information through to UCL Human Resources, then HR will not issue a contract to the preferred candidate. It is expected that the number of such appointments will be limited on an annual basis to a number of posts equivalent to five percent of the number of professors in the faculty. For UCL's policy on the recruitment of staff with criminal records see the DBS checks and criminal convictions procedure. This should be done as soon as possible after appointment. Get clear, concise, up-to-date advice with our practical, step-by-step guides. If internal candidates are deemed to be suitable, based on their interview, they are offered the position and there is no need for an external advertisement. In doing so it also enables you to take account of: 2. A recruitment policy should have the focus on providing the best metrics and measures that will allow the human resource department and the management to select the workforce that is true of value to the business. Applicants must be made aware early in the recruitment process that a criminal records check will be required of the appointee. 46. The selection criteria pro forma at Appendix D can assist with the task of shortlisting. Heads of Department must ensure that permission to fill a post has been obtained before seeking to publicise a vacancy; details are available from the appropriate section of the Finance Division - Planning & Management Accounts in respect of non-research posts and Research Administration in respect of research posts. Assumptions should not be made about their reasons for applying for the post as they may eliminate an otherwise exemplary candidate. A template pre-interview reference request form without a question on sickness absence can be found in Appendix Q. To avoid an all white selection panel, the Chair of the panel should seek a BAME panel member from within the department or Faculty or request a Fair Recruitment Specialist. Heads of Department must make their staff aware that when dealing with enquiries about vacancies it is unlawful to state or imply that applications from one sex or from a particular racial group or in relation to any other protected characteristic would be preferred and to do so may lead to a complaint of race, sex or other discrimination against UCL. The same areas of questioning should be covered with all candidates and assumptions should not be made regarding the expertise or abilities of candidates because of their employment history. 13. The use of search firms must be coordinated with the HR Business Partner to ensure compliance with legal and regulatory obligations. This policy is designed to assist you to recruit and select the best candidate for a vacancy. Alternatively the candidate my request Braille, large print, tape or an electronic format so that their accessibility software can be used. These staff may apply on a preferential basis to other internal applicants for roles that are at the same grade or lower than their current grade. 81. For details on how to obtain financial approval please refer to the Financial Authorisation Process for Recruitment. It is therefore a requirement to ask all candidates attending for interview to bring with them evidence of their right to work in the UK. Where a waiver of advertisement is approved, all other aspects of the UCL Recruitment and Selection policy apply and candidates must be considered by a selection committee and, in the case of Chairs, a working group of Academic Board. 55. Panel members must return all copies of any references with the application forms and their interview notes to the Chair on completion of the recruitment exercise. The managers make use of the employment process intensively, as well as contentment with Human Resources is mostly concerning the fulfillment with the … When requesting a reference at this stage information on the candidate's sickness/unauthorised absence record should be requested. To ensure our internal hiring is fair and efficient, we suggest a procedure for managers and team members to follow: We encourage employees to move across teams, departments and locations within our company if this move fits with their career plans and they’re qualified to perform the job. The lack of such notes would seriously impede UCL's ability to contest such a complaint. 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