Start hiring now with a 15-day free trial. During the recruitment freeze financial approval must be obtained by following the. The Executive Director of Human Resources will keep a register of requests and approved requests to waive advertising including relevant demographic details of the appointed candidates, and will provide UCL's equality and diversity champions with annual anonymised reports. Selection Tests and Presentations. Care must be taken to avoid questions that could be construed as discriminatory (e.g., questions about personal circumstances that are unrelated to the job). If the person recruited is under the age of 18, the Safety Services - Young persons guidance must be reviewed and followed by their manager. Many translated example sentences containing "internal recruitment policy" – French-English dictionary and search engine for French translations. Redeployees who wish to apply for an opportunity must indicate in their application that they are a Redeployee (see redeployment policy for wording). 29. 32. Extreme care must be taken if physical requirements are specified. A template pre-interview reference request form without a question on sickness absence can be found in Appendix Q. For example a job may require that the appointee 'must be able to travel to a number of different locations on UCL business'. Our only requirement is that our employees have to complete their [three-month] onboarding period before they can change roles. 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. 37. The candidate should also receive written confirmation of whatever adjustments have been agreed. 19. Advice is available from UCL Human Resources for those wishing to develop selection tests. 56. Recruiting a redeployee can reduce both the time and the cost incurred in filling a vacancy. Taking up references before this point should only be used for some academic posts. All ethical issues relating to a research project should be identified and brought to the attention of relevant internal and external approval or regulatory bodies before a position is advertised. 3 Policy Scope 3.1 This policy is intended for all staff who are involved in the recruitment process within COPE Foundation. Assumptions should not be made about their reasons for applying for the post as they may eliminate an otherwise exemplary candidate. As a manager, you’re responsible for helping your employees learn and grow. Evidence will also need to be provided that equality and diversity implications of the proposed appointment have been explicitly considered. 3.2 This policy outlines all procedures concerned with recruitment. Guidance concerning the provision of employment references is set out at Appendix H and on the Human Resources website. Viele übersetzte Beispielsätze mit "internal recruitment" – Deutsch-Englisch Wörterbuch und Suchmaschine für Millionen von Deutsch-Übersetzungen. Simply possessing patience (a personal quality) will not be enough. See guidance notes for more information. If a member of a selection panel feels that there has been any irregularity in the recruitment and selection procedure and the panel cannot resolve the matter at the time, they must report the matter without delay to the Director of Human Resources. It is good practice to offer internal applicants feedback after interviews and it is UCL policy to respond to requests for feedback from external applicants. Our internal hiring process policy describes our process for hiring within our company to fill open roles. The new vacancies created in a firm by internal hiring are associated with additional recruitment, screening, orientation, and training costs. 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, If the person recruited is under the age of 18, the, Advertising on UCL's Website and the Internet, Advert Waivers for Professorial Appointments, Financial Authorisation Process for Recruitment, guidance on writing job descriptions as well as a template and completed examples, nstructions on how to prepare advertisements, Shortlisting template for professional services roles, Shortlisting  template for all other roles, DBS checks and criminal convictions procedure, Appendix E Procedure for Monitoring the Recruitment & Selection Process, Appendix H Guidelines for Giving References, Appendix I Information to be provided by CV Applicants, Appendix J Recruitment & Selection Checklist, Appendix L UCL Equal Opportunities Policy Statement, Appendix O Checklist Regarding Disabled Candidates, Appendix Q Reference Template (only to be used if requesting academic references before interview/selection for an academic position), Appendix R Standard Reference Request (only to be used following selection), Appendix S Pre-employment checks for staff working in secure/critical areas, A Manager's Guide to Acceptable Right to Work Documents.pdf. 4. All interviews must be conducted by a panel. Where a grant awarding body approves funding for a named individual to work on a particular piece of research and the grant is dependent on that individual's contribution, advice should be sought from the HR Business Partner in advance of formal appointment. If the recruiting manager Supplementary questions should be used to probe for further information or clarification where answers are incomplete or ambiguous. 21. Required abilities should be expressed in terms of the standards required, not just in terms of the task to be undertaken. 3. They may even be familiar with and have performed some of the tasks in their previous role (i.e. Please refer to guidance on the different Tiers of the points based immigration system, incorporating the departmental guide to the completion of forms to request a certificate of sponsorship. 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. Remote work, technology, and engagement are hot topics in the New World of Work. 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. 15. Financial approval for the establishment of a new post or the filling of a vacancy must be obtained before recruitment commences. Left justify text and use a suitable font style that supports accessibility. (Further information is available on what is considered reasonable and a helpful checklist regarding Disabled candidates is also available). General information about UCL is linked from all ROME adverts and can be found here Appendix M. 34. The question areas to be explored by each panel member should be agreed in advance to avoid overlap or repetition and panels may find it helpful to discuss their expectations of full answers to the questions, prior to the interview. Provisional offers may be made, subject to a certificate of sponsorship being issued and entry clearance gained, Disclosure and Barring Service check or occupational health clearance, where appropriate. Such notes must relate to how candidates demonstrate their knowledge, skills, experience and abilities in relation to the person specification. 5. via a hard copy. 38. Design an internal recruitment policy. In most cases references must only be taken up once a preferred candidate is selected. For further information about current immigration regulations please go to the UK Visas and Immigration website. be willing and able to attend all interviews for the duration of the recruitment process, to maintain consistency and to ensure fair treatment of all candidates. Basic Procedure • Stage 1 A vacancy is advertised (usually for 14 days) on the appropriate BOC career centre/s. Where the panel has an external member, that person should take part in the shortlisting wherever practicable. Courses are provided by the Organisational Development department. Feedback should be specific, relating to the person specification, and honest. Connect with our team of Workable experts and other industry professionals. 63. When requested and where reasonable, documentation should be translated into alternative formats. 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. The use of an alternative agency may be agreed, in exceptional circumstances, by the Executive Director of Human Resources. 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). See Advertising Costs for more information of advert costs. 24. All search firms doing business with UCL must agree to collect and provide UCL with information in compliance with UCL’s equality obligations. It is very important that selection tests are not unfairly discriminatory. Any request for disclosure of references must be forwarded to the UCL Data Protection Officer. In feeding back to candidates it is good practice to balance the applicants' weaknesses with some positive points. Our hiring practices aim to ensure that each team will always have talented people to perform each job. if appropriate, details of any test or presentation they will be required to take or anything they should bring with them (e.g., examples of work), qualification certificates that are essential to the post, permission to work in the UK documents (or to indicate if a Certificate of Sponsorship is required) See, The job is in a 'designated shortage' occupation, or, It passes the Resident Labour Market Test (RLMT), University College London, Gower Street, London, WC1E 6BT Tel: +44 (0) 20 7679 2000. 50. The Internal Recruitment Program is a resource team members to have a personal connection with team dedicated to answering your questions and supporting you as you explore new opportunities within the organization. A 'Recruitment and Selection Checklist' is also provided in Appendix J of this policy. For example, the ability to deal effectively with frustrated customers is a skill. an assistant manager being promoted to … Personal qualities may affect the ability of an individual to do the job, but they should not be seen as substitutes for skills. Requests for waivers of advertising in exceptional circumstances must be based on an argued case. However certain types of posts, particularly those that involve working with children or adults in a vulnerable position or other positions of trust or sensitive areas, are exempt from these provisions, and in these cases all convictions, cautions, reprimands or final warning that will not be filtered in line with the current guidance must be declared. In doing so it also enables you to take account of: 2. The recruitment policy of the organization i.e. In feeding back to candidates it is good practice to balance the applicants' weaknesses with some positive points. 62. Internal recruitment requires the implementation of traditional form, system, process, and procedures. 23. All vacancies will appear on UCL's external website and via a link from the University of London vacancy website. Except where approval to waive advertising has been granted (see paragraphs 50-54) all job advertisements must be placed through the online recruitment system (ROME) to ensure compliance with this policy and because the contract with UCL's advertising agency is dependent on significant volume discounts. 97. The only exceptions to this are where an individual is named on a grant application (see paragraph 6), where restructuring is taking place, where staff are facing redundancy and UCL Human Resources is seeking redeployment for existing staff, the majority of posts will also be concurrently advertised in other specialist, national or international media to maximise the chances of attracting the best candidate. 78. Our internal hiring process policy describes our process for hiring within our company to fill open roles. A. Add or delete parts according to your own internal hiring strategies and modify the tone and language to match your company's voice. It is therefore important that any physical requirement is stated in terms of the job that needs to be done. 94. 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. Specific requirements listed in the Intern Requisition Form are matched with the skills and qualifications mentioned in the Statement of Interest forms available with the Human Resource Department. If a manager believes that the appointee to a vacancy will be working in a 'regulated' position (see DBS checks procedure and Working with Children Guidelines Appendix A) They will require an enhanced criminal records check before commencing employment. UCL is required by the Equality Act 2010 to monitor the ethnic origin, sex and disability status of applicants for all posts, those shortlisted and appointees. 22. 12. The original applications for all applicants, together with a written note of reasons for shortlisting or rejecting applicants must be retained for a minimum of 12 months from the date that an appointment decision is notified, in case of complaint to an Employment Tribunal and to satisfy UK Visas and Immigration requirements to keep records for 12 months where a certificate of sponsorship is required. Add a few personal touches and you’re good to go. Knowledge can be derived in a number of ways, for example through education, training, or experience. For example blind or partially sighted people should be allowed to receive an application in a different form e.g. For UCL's policy on the recruitment of staff with criminal records see the DBS checks and criminal convictions procedure. Who needs to be involved in the process? We are committed to investing in our employees and help them grow their skills and gain experience while working with us. Internal hiring limits the infusion of new knowledge and ideas into the firm. Principles including fairness, credibility and equal employment opportunity underpin recruitment and selection at UCL. UCL has a duty to consider what reasonable adjustments can be made to working practices, or premises, or to enable access to goods, facilities and services by disabled people. The preferred service will be funded locally, unless the positions are Vice Provost or Dean appointments, where the cost can be charged against a corporate budget held by HR. We are committed to investing in our employees and help them grow their skills and gain experience while working with us. If your manager has an idea of your plans, they’ll be able to help you advance within our company and advise you on the best internal opportunities, or even refer you when the right job comes up. Interviews are conducted with internal candidates that, based on their submitted application, meet the job requirements. It is UCL policy that all staff who are new to UCL undergo a structured induction and successfully complete a probationary period (subject to limited exceptions). 64. Letters or emails to shortlisted candidates should include: 65. 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. 91. 35. The person specification must form part of the further particulars of a vacancy along with the job description in order that applicants have a full picture of what the job entails. The candidate's contract will be subject to them having a satisfactory sickness/unauthorised absence record. The Equality Act requires employers to make reasonable adjustments to a workplace or the way a job is carried out to make them suitable for disabled people. Image of … UCL's Statutes prescribe the appointment to certain senior academic posts within UCL. 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. 92. evidence of eligibility to work in the UK, satisfactory internal/external references). 48. Recruiting managers may engage one of UCL’s preferred executive search firms to broaden the scope of the search and better meet our goal of attaining diversity at senior levels. The employment is particularly crucial for managers in the organization. If they demonstrate in their application that they meet the essential criteria for the role (or could do so with reasonable training) they must be interviewed for the role. It is unlawful racial discrimination to carry out checks only on potential employees who by their appearance or accent seem to be other than British. 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. OUR RECRUITMENT POLICY . Where an applicant indicates that they do not wish their current employer to be contacted prior to a provisional offer being made, this should be respected. Appointees to such positions involving regulated activity must be briefed on their responsibilities towards safeguarding children and vulnerable adults. And this limits the scope of fresh talent in the organization. In order to make this a reality, we need to recruit from the widest possible pool of talent. 75. This policy explains how Monitor makes sure it recruits the best candidates that meet its values. * Checks should be made by recruiting departments that panel members have attended the Fair Recruitment briefings. The selection criteria pro forma at Appendix D can assist with the task of shortlisting. Sign up for jargon-free hiring resources. The Human Resources Division must be contacted prior to advertising. It should be noted that for appointments in which handling cash or responsibility for valuables such as computers, stores, etc. Attendance is logged on the Learning Event Records System (LERS) by staff in organisational development. Discuss your aspirations and preferred career path during 1:1s with your manager or during performance review meetings. The further particulars for a post should make clear to candidates the number and status of referees required and whether the panel intends to seek references before interview (see paragraphs 30 and 80). 101. A file note should be made at the time of the telephone conversation and written confirmation should always be requested. Positive action provisions in the Equality Act 2010 can be used to appointa staff member from an underrepresented group where they score equally. 84. 77. Requests to waive the requirement to advertise an appointment in exceptional circumstances may be approved as outlined at paragraphs 49 - 53. 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. 81. BBC Recruitment Policy Page 2 of 8 Last Updated 13.06.2019 The offer of employment must comply with BBC compliance policies (e.g. These are required to support evidence of the Resident Labour Market Test having been met where a certificate of sponsorship is requested. a request that they contact the author of the letter/message if they have any particular requirements or to discuss the interview facilities (related to access to the venue or any other need related to a disability). These should inform the person specification for every appointment. 98. The managers make use of the employment process intensively, as well as contentment with Human Resources is mostly concerning the fulfillment with the … Shortlisting panel members should avoid dismissing applicants who appear to be over-qualified. The recruiting manager should consider on a case-by-case basis the nature of the absence and must, where appropriate, disregard periods related to the assessment, treatment, and rehabilitation of a disability. Get clear, concise, up-to-date advice with our practical, step-by-step guides. Specifically, all internal applicants are considered first. b. advertising the post would deter the candidate from applying for the post or would otherwise put the successful recruitment of the candidate at risk. 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. Further guidance on questioning is given at Appendix G. 72. 41. 87. The use of search firms must be coordinated with the HR Business Partner to ensure compliance with legal and regulatory obligations. This informs UCL how its Equality and Diversity Strategy is working in practice and whether its recruitment practices are having a discriminatory effect on any particular groups. 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’. Once a provisional offer is made the preferred candidate will be asked to disclose their sickness/unauthorised absence record. 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. In this policy, we outline our procedure for internal recruitment and clarify our rules for internal mobility. The most popular and effective website for posts within Higher Education is 'www.jobs.ac.uk'. In addition to the CoS the individual must apply for entry clearance/ leave to remain through the UK Visas and Immigration and provide personal evidence of competence in English and ongoing maintenance. Advice on any aspect of this policy or procedures allied to it is available from the Human Resources website. When employing temporary or casual staff on a short-term basis the principles of good practice outlined in this policy should be followed. 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. 68. Actively participate in our succession planning efforts. 8. Only UCL Human Resources is authorised to issue certificates of sponsorship (CoS). Internal recruitment is the process of filling the vacant positions in a company by the employees within the business premises. For example, if indications of ambition were to be regarded as a worthy characteristic in applicants of one sex or ethnic group but not in another. The language in job descriptions should: 18. This should be done as soon as possible after appointment. All appointments for Deans, Vice-Provosts and other senior leadership roles must be advertised externally with appropriate positive action statements. If a qualification is essential for the post and the recruiting manager has any concerns about the legitimacy of the qualification document they should contact the awarding body to ask for verification. Don’t let jargon stand between you and your to-do list. The Disclosure and Barring Service makes decisions about who will be barred from working with children and vulnerable adults. But above all, we want to make sure that our employees learn and succeed within our company. It specifies the objectives of the recruitment and provides a framework for the implementation of recruitment programs. 10.2.3 The Chair of the interview panel should ensure that the interviews are conducted in line with this Recruitment Policy, and the School’s Equality and Diversity Policy. Applicants will complete equality monitoring information as part of their online application. 79. If the job offer is conditional on completion of a qualification, DBS check, visa clearance (see paragraph 100) or health screening, this will be made clear in the appointment letter. 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. Recruitment policy of an organization, i.e., hiring from internal or external sources of organization is also a factor, which affects the recruitment process. Staff Recruitment & Selection Policy and Procedure Policy We aim to recruit and retain the best staff to enable us to deliver our Corporate Plan. Legislation including the Equality Act 2010,and the Data Protection Act 1998. The. Before a company decides to recruit internally, it must establish a plan. 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. All Heads of Department/Division should make members of their staff aware of the obligation to familiarise themselves with and follow this policy. 89. Assistance with drafting advertisements is available on request from UCL Human Resources. 49. 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. 1. Applicants must be treated with respect so that their dignity can be protected within the entire hiring process. The person specification should be specific, related to the job, and not unnecessarily restrictive - for example only qualifications strictly needed to do the job should be specified. Do not make requests that only elicit generalisations about candidates' attendance, honesty, or subjective information as to the applicant's suitability for the job. Items that should be included in job descriptions are: 17. 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. It is, for example, legitimate to ask for confirmation of whether individuals can comply with the working patterns of the post, but not to ask details of their domestic or child care arrangements etc. Local PPSM Policy 20 Recruitment & Internal Promotion. Data such as applications contained within the online recruitment system (ROME) is automatically kept for 12 months before being archived, so it’s no longer visible to recruiting departments but is available to candidates to re-use for future applications. Alternatively the candidate my request Braille, large print, tape or an electronic format so that their accessibility software can be used. That Equality and Diversity implications of the recruitment file and the personal file held by UCL Human Resources assist. An appointment in exceptional circumstances, by reviewing guidance on questioning is given at Appendix D assist! And keep pace with a changing World read the minds of our team of HR and pace. Advertising costs for more information see the DBS checks and criminal convictions.. General principles • policy Statement 6 and use a suitable font style that accessibility. Policy outlines all procedures concerned with recruitment with some positive points how makes... Candidate 's sickness/unauthorised absence record should be followed for managers in the specification. Current workforce hiring are associated with additional recruitment, selection procedures and decisions will reflect [ ]! 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