Recruiting and Inducting Staff
Having the 'Right people, excellent skills, right culture' is one of our key aims. It's essential we recruit people who will help drive our business in the right way.
Ensuring new team members have an effective induction experience means they are more likely to meet this expectation (don't forget about internal movers too). The following information will help you achieve the best fit for your team and give them the best start in their new role.
Different methods of employment
There are many different ways to bring someone in to perform work. Fixed-term contracts may be appropriate for short term work, for example when covering maternity leave. We have contracts for casual workers, agency workers, interns, apprentices and self-employed consultants. Your HR Manager or Assistant can help you decide on the most appropriate route, and there is some guidance to help you identify your need below.
If you are creating a new role please use the appropriate template below. We also have a number of generic academic role profiles that have been evaluated with agreed standard elements, which you can add to as required.
- Role Profile Template
- Generic Lecturer Role Profile
- Generic Senior Lecturer Role Profile
- Generic Academic TL Role Profile
- Academic Tutor Generic Role Profile
- Professor Role Profile (Research)
- Professor Role Profile (Learning and Teaching)
- Professor Role Profile (Enterprise and Innovation)
- Associate Professor Role Profile (Research)
- Associate Professor Role Profile (Learning and Teaching)
- Associate Professor Role Profile (Enterprise and Innovation)
You may find our Guidance for writing role profiles useful to refer to. It can help you pitch the content and requirements of job roles at an appropriate level.
Recruitment and Selection guidance for managers
General recruitment and selection
Our People Strategy recognises that our people are helping drive the business and success - they are our most important asset and resource. The guidance below will guide you making the right decisions and getting the most our of your fair recruitment and selection.
- Staff Recruitment & Selection Procedure
- Staff Recruitment Strategy
- Professorial and Associate Professorial Procedure 2018
- e-Recruitment System Manual
Our processes are there to ensure we vet our staff appropriately. To make sure we are compliant with UKVI legislation, eligibility to work in the UK documentation should be obtained for everyone working for us. You should also familiarise yourself with the Safeguarding arrangements we have in place to make sure that those dealing with vulnerable groups are appropriately checked. Detailed information to follow.
Targeted support for applicants
An awareness of support for candidates attending interview or relocating is especially useful for hiring managers, full details can be found below.
It's important that all our team members are treated equally and we have a number of pieces of guidance to ensure this happens. There is also an online training tool designed to understand more about this. More detailed information can be found on the Equality page of this website.
- Code of Practice on Employing Disabled People (and Code of Practice on Employing Disabled People - Guiidance Note )
- Equal Opportunities Policy
- Starting Pay Guidance for Recruiting Managers
Interviews are more effective when they are formal, structured, and use appropriate questions that are focused on both eligibility and suitability for the role. Interviews are often supplemented with other effective selection methods such as tests, presentations and 'real life' work testing. Your HR Manager or assistant can help you develop the most appropriate selection tools to ensure you get the right person for your job. Further information about some of these can be found below.
Employing International Students
Induction and Probation
As part of a robust induction period, clear expectations should be given to everyone when they start a new role, whether that be through an external appointment or an internal move. New team members should understand our vision and values, accept responsibility and accountability in their roles and are clear on how their roles fit in.
You should use the probation period to set these expectations and provide support to achieve them.
We have a number of tools to support you with this process, you may also find speaking with peers or your most recent team member useful when preparing the induction of your new team member. Expectations regarding induction are also set with new starters in the Settling insection of our website.
- Induction Guidance for Managers
- Induction Checklist (non managers)
- Induction Checklist for New Managers
- Induction Guidance for Senior Management Roles
Probation is the period in which you as a manager will be assessing your team member to ensure they are meeting expectations. Support should be given during this period and the following information will help you with this:
The University has clear and high standards for its staff. The PowerPoint presentation at the following link outlines some of these expectations for Academic staff.Academic Professional Standards
This page was published on 21 January 2019