The ability to attract and retain high calibre talent is fundamental to the University’s future success. Our recruitment process aims to introduce individuals to the University who not only have the skills and experience to fulfil a role, but also have the ambition and potential to drive the organisation forward in meeting its strategic objectives. Each role is therefore supported by a tailor made resourcing campaign specifically designed to ensure only the best available talent is identified. It is key to the successful appointment of individuals that they have the full support of the organisation prior to joining as well as starting out on their employee journey. This section provides key information in relation to recruitment & resourcing, casual staff, hourly paid academics (HPAs), onboarding & induction and probation processes.
Please note, in the 'Training Courses' area on the right side of the page you will find links to online courses available through Blackboard, once selected, please log-in using your normal University username and password. Information on further courses and development services can be found on the general Staff Development page.
Recruitment of the right people, at the right time, at the right cost is key to supporting the University in meeting its strategic objectives. For recruitment undertaken, a resourcing plan can be developed which aims to maximise the promotion of a vacancy using a blend of traditional media and social media platforms (e.g. LinkedIn, Twitter, and Facebook). The Resourcing Team are available to support with this planning and can be contacted on 52121. The team also work in accordance with the Recruitment Code of Practice (currently under review) which is in place to ensure individuals are selected in a fair, open and transparent manner. You should refer to this document in the first instance for guidance on these practices and principles, other key guidance documents and operational forms are also available below:
Operational Forms (Recruitment). For 'Job Detail Templates' please go to the Policies & Forms page.
Fixed Term Contracts
Within periods of considerable workload, when there is no capacity to fulfil requirements, an hourly paid academic worker could provide temporary cover until normal work levels can resume. You can find below an Hourly Paid Academic recommendation form and the associated processes that govern their appointment and changes to working arrangements:
On occasion Agency Workers can provide an efficient solution to a staffing need. In order to ensure the most appropriate use of current resources and also control expenditure, the University has put in place processes governing the approval of this type of worker. All agency staff requirements between Grades 1 – 6 are fulfilled by Reed who are the University's preferred supplier for the provision of temporary Administrative and Ancillary staff. The documents below provide guidance on the University's sourcing process, approval routes and also how we ensure we adhere to our obligations under the Agency Worker Regulations 2010:
Within periods of considerable workload, when there is no capacity to fulfil requirements, a casual staff member could provide temporary cover until normal work levels can resume. This section provides guidance on the appointment of these types of temporary staff and the regulations which cover their appointment:
Onboarding new employees to the University encompasses the complete range of tasks involved in successfully engaging a new employee into the organisation. Once the employee has joined – an induction program will be designed to provide introductory meetings, information and guidance to enable them to quickly adjust to a new environment and begin productive work as quickly as possible. To support managers a guidance document is available below as well as a link to the University Induction page:
All new employees to the University are subject to a probation period which is designed to support them while they are settling into their new role. The probation period also assesses the employee’s suitability for the role and provides a framework within which any areas of concern can be identified, addressed and resolved. Please refer to the following document for detail on the principles and procedures for this area: