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.

Key tasks of the Recruitment Panel, led by the Chair and supported by Internal Recruiter:

  • Shortlist candidates for interview this is typically a paperless exercise with documentation made available online
  • Define the interview process, the method of assessment will depend on the role, examples include: interview, presentation, test, research seminars and publication review 
  • Conduct interviews
  • Reach consensus on candidate appointments

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.

Unsuccessful Applications

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

 Associated information: