Responsibilities of Staff involved in the Recruitment and Selection Process

Role of the Human Resources

The primary role of the Human Resources is to ensure that this procedure is properly implemented.  In addition, the Human Resources will:

Give advice and guidance on all matters relating to the application of the procedures.

 Assist Heads of Schools/Directors and Appointments Panels in the development of appropriate documentation to facilitate the selection process.

Undertake the administration relating to the selection process from the initial placement of the advertisement to the issue of the appointment documentation to the successful applicant. 

Deal with enquiries made by applicants in relation to their non-selection for posts.

Serve as a full member of the Panel in the shortlisting and interview stages*.

* For Academic, Research and Operational posts, the Human Resources representative will only be involved in the appointment process up to and including the shortlisting stage.  On an exceptional basis the HR Director may nominate a Human Resources representative to attend at the interview stage where it is considered that this will benefit the selection process.  In such circumstances the HR Director will normally consult in advance with the Head of School and/or the Registrar and Chief Operating Officer of the University.

The HR Business Partner is required to ensure that the procedures are properly and consistently applied including the completion of all administrative tasks.  Where the HR Business Partner considers that there has been a breach of the procedures he/she will recommend remedial action to the Chair.  The HR Business Partner has the authority to temporarily suspend the process, where there has been a significant breach of procedures, to seek advice from the HR Director.

Role of the External Assessor

An external assessor may be invited to participate where it is considered necessary to provide expert advice and guidance to panels on the suitability of candidates for such an appointment.  The external assessor is a subject expert from outside the University and will be part of the shortlisting process and a full member of the interview panel.  Where appropriate, the external assessor’s shortlisting advice may be contributed by post. 

Role of the Chair

The Chair is a member of the Appointments Panel and his/her role is to manage the process with the aim of appointing the best candidate on merit.  The Chair will ensure that the University’s recruitment procedures and practices are strictly observed throughout the process and seek a consensus agreement of the panel to the selection of the candidate on merit, whilst ensuring the completion of all associated documentation.  Detailed guidance on the role of the Chair is contained in Annex 1.

Role of the Panel Members

Each member of the Panel is individually responsible for ensuring that the Appointments Scheme is followed and must:- 

Ensure that they understand the selection criteria and their relative importance including any weighting to be applied.

Ensure that they understand the shortlisting and interview process, including how the criteria will be assessed and measured.

Apply the criteria fairly and consistently when shortlisting, at interview, and throughout the selection process.

Record on the interview rating form their assessments and decisions in relation to the relevant factors and their importance, including supporting comments.

Maintain confidentiality.