Recruitment & Selection Procedures

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4.2.1 Within one working day of a request received in HR, applicants will be sent the followinginformation:• Vacancy Information Pack• Application Form• Equal Opportunities Monitoring Form• Declaration Form• Additional information as requiredApplications are received via the recruitment answerphone/email. All requests arechecked and actioned daily.Applications are only acknowledged if a stamped addressed postcard is included with theapplication. Applicants will only be contacted if they have been shortlisted for interview. Ifapplicants are not contacted four weeks after the closing date has passed, they areasked to assume that their application has been unsuccessful.In order that applicants’ full circumstances can be considered and reasonableadjustments made to recruitment arrangements, candidates will be asked to declare anyphysical or mental impairment that may require support in order to undertake the post.Where it is known that an applicant has a disability and is likely to be at a substantialdisadvantage because of the University College’s arrangements or premises, theUniversity College will consider whether any reasonable adjustment would bring theperson within the field of applicants to be shortlisted.5. The <strong>Selection</strong> Process5.1 The Shortlisting5.1.1 The Shortlisting PackWithin one working day of the closing date, the HR department will put together aShortlisting Pack for the attention of the line manager. The pack will contain the following:• Shortlisting Record (see Appendix 4)• Copies of all application forms, CVs and supporting information• Copy of the recruitment advertisement• Vacancy information pack5.1.2 The Shortlisting PanelHR will liaise with the recruiting line manager to agree the shortlisting panel and a datewhen the shortlist will be returned to HR. The shortlist should be undertaken within aweek of the closing date. The shortlisting panel will ideally include input from all partiesto be present on the interview panel. It will normally include the line manager. HR will beavailable to advise on shortlisting as and when required.5.1.3 Internal ApplicantsInternal candidates will be subject to the same selection criteria as external candidates. Ifnot shortlisted for interview, internal candidates will be notified of this decision by therecruiting line manager and informed of the reasons in person.5.1.4 Disabled ApplicantsApplicants who declare a disability and meet all ‘essential’ criteria within the PersonSpecification, will be entitled to an interview under the ‘Positive About Disabled People’6
standard that the University College adheres to as a part of its Equal OpportunitiesPolicy.5.1.5 The ShortlistThe shortlist must be returned to HR. There should normally be at least one weeks’notice before the interview date, in order to give shortlisted candidates adequate time toprepare. HR will liaise with the manager responsible for the interview process to agree aninterview agenda. This agenda will take into consideration the number of candidatesshortlisted, the anticipated length of each interview, a tour of the campus or the need foradditional assessment e.g. a presentation or an administrative task.Only in exceptional circumstances will the shortlist exceed the recommended maximumof six candidates.Shortlist forms must be completed with adequate detail to feed back to unsuccessfulcandidates, should they request it.HR will contact all shortlisted candidates by telephone within one working day of theshortlist being returned. Candidates will be informed verbally of the interview date, timeand of any presentation or task they will be asked to prepare for. This will be followed upin writing on the same day and will include directions to the campus, a travel expensesclaim form and any additional information required to aid candidates in their preparation.Candidates will be required to provide evidence of essential qualifications and proof ofright to work in the UK at interview.All candidates are asked to inform HR of any special requirements they have in order toallow them to attend and of any equipment they require to facilitate their presentation.Interview arrangements, selection tests and relevancy of specified qualifications for aparticular job and a particular applicant will be reviewed and reasonable adjustment madeto ensure equality of opportunity. Discriminatory questions will not be asked.6. Interview Preparation6.1 Composition of Interview PanelsMembership of the interview panel will be subject to the conditions of the documententitled Composition of Interview Panels (see Appendix 5). All panel members shouldhave attended training in recruitment & selection before taking part in an interview panel.This training is provided as part of the University College’s staff development programmeand courses are run at regular intervals, subject to demand. In addition to being availableto offer advice on any stage of the recruitment process, HR staff can join an interviewpanel, if requested in advance. HR attendance is optional on condition that all panelmembers have undertaking the University College’s recruitment & selection training.6.2 Venue & RefreshmentsHR will secure a suitable venue for the interview and order refreshments and workinglunches as required.6.3 Interview PackAt least two days prior to the interview, HR will prepare and send/deliver an InterviewPack to each member of the interview panel. If panel members are external to theUniversity College, the pack will be sent via registered post. The pack will include:7
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