HR SELECTION


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Introduction

This Good Practice Guide is intended to provide managers with helpful information on all aspects of the recruitment and selection process.
The recruitment part of the process covers the point up to which all applications have been received.
The selection part then covers the processes we go through in order to decide upon which of the applicants, if any, is our preferred choice. It is clearly vital that we recruit the best people we can to fill our vacant roles.
Within the Guide is information on the sequence of events leading to the appointment of the successful candidate in the order in which they should actually occur.

Exploring recruitment options

Managers are most likely to wish to recruit when an existing member of staff leaves the university or is appointed to another post internally or is seconded for a period of time.
Alternatively, there may be an increased workload which needs to be covered, or there may be a requirement to cover a new area of work.
Before recruiting, managers should consider whether the work can be covered in other ways, or indeed whether the work needs to be covered at all. This may include re-organising the work within the team, which may provide job enrichment for other team members.

. Redeployment

In any organisation which adapts to meet customers’ needs, there will be from time to time, posts which are no longer required or need to significantly change.
Individual members of staff may therefore find themselves, through no fault of their own, in a potential redundancy situation. Occasionally, a member of staff may be seeking redeployment for medical reasons, as they can no longer carry out the duties of their current post, but may be able to continue in employment elsewhere in the university.

Job descriptions

A job description is a vital step in making recruitment fairer and more effective. Clear and precise job descriptions make it easier to evaluate from the duties required in the role which qualifications, skills, experience and knowledge are needed for the job.
Before any post is filled, an up to date job description must exist which clearly describes the responsibilities of the job. The manager may wish to make amendments to an existing job description. If any existing job description is to be re-used the manager should have read it thoroughly to ensure that it is still appropriate.