Shortlisting and Assessment

Selecting candidates involves two main processes: shortlisting and assessing applicants to decide who should be offered a job. These processes support the University’s commitment to excellence and build upon the requirement to appoint candidates solely on the basis of merit.

To support this process the following tasks are carried out by the Line Manager, with support from their HR Business Partner:

  • Prepare Job Summary and Employee Specification
  • Agree advertising mediums and draft advertisement
  • Agree panel and confirm availability for shortlisting and interviews
  • Ensure submission of the Electronic Approval Form (epaf)
  • Identify whether any special requirements are required for candidates and nominate contact for enquiries about the role if appropriate
  • SHORTLISTING

    The Recruitment Panel should assess the applications to determine which applicants are to be called for interview. At least two members of the Recruitment Panel should undertake the task of shortlisting. Where practical, they should be persons of different gender and community background. Shortlisting can be carried out online, co-ordinated by the Internal Recruiter, or a shortlisting meeting can be arranged (the date of which must be confirmed prior to advertising), depending on what works best for the Recruitment Panel.

    Before any advertising can take place, authorisation to fill your vacancy is required. Your HR Business Partner/Internal Recruiter will be able to advise on the EPAF process if you are unsure. Authorisation will usually involve Finance, HR and the Head of School/Director considering the business need for the role and providing the necessary authorisation to fill the vacancy.

    • UNSUCESSFUL CANDIDATES

      Due to the high volume of applications received, the University is unable to provide individual feedback on why applications have been unsuccessful at shortlist.