One of the Academic Recruitment Advisers from the Recruitment Team will be working closely with you throughout the process and will contact you at the very start to provide you with advice and guidance.
The University's general recruitment and selection guidance provides comprehensive information on each stage of the process. The checklist below also provides a quick reference guide to who does what for the recruitment and selection process for academic and senior academic related vacancies.
The membership of the selection panel for clinical academic vacancies is as follows:
In addition, external NHS representatives are required. Rules on nomination of representatives vary depending on the level of post, specialism etc. The Academic Recruitment Adviser will liaise with the recruiting Department and advise accordingly. These will include:
The actual composition should be discussed with the Academic Recruitment Adviser and agreed with the Dean in advance. Panel's should not exceed seven members and should include at least one member of the appointing Department at Lecturer or Senior Lecturer level and one member of a related Department. Panels should be gender balanced, with a minimum of one panelist of each gender.
All of the panel members should have been on the University's Successful Recruitment and Selection training course. Exceptionally, where an individual other than the Chair is identified as a key panel member and is not able to attend the course in time for the selection process, they may take part subject to the Chair taking responsibility for ensuring that they are briefed and competent to play an active and effective role.
If a member of the panel has a family or non-work related social connection with any of the candidates invited for interview, they should declare this to the Chair of the selection panel at the earliest opportunity before the interviews take place. The Chair will then need to make a judgment as to whether the individual should remain part of the process or be replaced. Normal academic or professional contact, which may involve a degree of social contact, would not normally be a reason for excluding someone from the process.
Planning and preparation stage
|
Recruiting Department |
Recruitment Team |
| Think about your needs | |
| Describe the job and the person - draw up the further particulars using the University's standard template (referring to Royal College job description guidelines) | |
| Agree the grade | |
| Obtain Dean's or Registrar's (as appropriate) approval for recruitment | |
| Put the advert together | |
| Initial consultation meeting between recruiting department and Academic Recruitment Adviser to go through and plan process, discuss time-scales and provisional dates and identify appropriate advertising methods | |
| Provide recruiting department with Appointment Committee form to confirm panel composition etc. | |
| Decide on who to involve in the selection process (ensuring that the panel composition meets University requirements, is gender balanced and panel members have attended the Successful Recruitment and Selection course) | |
| Plan dates for interview, presentation and any other elements of the selection process | |
| Forward job description/ person specification to relevant Royal College/ NHS Deanery/ NHS Trust for approval | |
| Confirm details of Royal College/ NHS Deanery/ NHS Trust Representative for the panel. | |
|
Recruiting Department |
Recruitment Team |
| Submit advert/ vacancy details/ further particulars onto BORIS | |
| Check the advert/ vacancy details/ further particulars and funding approval and allocate reference number | |
| Publicise vacancy on any appropriate informal networks , mailing lists, staff notice boards etc. | |
| Place advert on the University of Bristol web site, jobs.ac.uk web site and any required additional media | |
| Set up short-listing panel | |
| Return Appointment Committee form to Academic Recruitment Adviser confirming short-listing, interview and presentation details | |
| Check details on Appointment committee form and liaise with recruiting department on any queries on panel composition, missing information, dates etc. | |
| Liaise with Royal College/ NHS Deanery/ NHS Trust Representative to confirm their involvement at short-listing and attendance at interviews/ presentations. | |
| Book rooms for interviews/ presentations if taking place within the recruiting department |
Book rooms for interviews/ presentations if taking place outside the recruiting department and refreshments for panel |
| Make arrangements for any lunch/ dinner that will form part of the process | |
| Process requests for application packs and applications received | |
| Respond to informal enquiries | |
| Check BORIS for running total of applications received and view on-line applications | |
| Forward short-listing record, interview forms and applications to recruiting department on the closing date | |
|
Recruiting Department |
Recruitment Team |
| Short-listing panel to meet to identify suitable applicants against selection criteria and record outcomes on short-listing record | |
| Obtain Dean's or Registrar's (as appropriate) approval to invite any overseas candidates and forward to Academic Recruitment Adviser | |
| Return short-listing record and applications/ CV's of candidates selected for interview to Academic Recruitment Adviser | |
| Schedule the interview timetable | |
| Invite selected candidates to interview/ confirm details of presentation | |
| Arrange any accommodation/ car parking required by candidates and deal with any other candidate queries | |
| Arrange video-conference facilities if required | |
| Check GMC status for short-listed candidates | |
| Take up references for short-listed candidates (unless they have requested references not to be taken up at this stage) | |
| Circulate timetable, applications/ CV's and references to panel members | |
| Inform candidates who have not been short-listed that they have been unsuccessful (optional) | |
| Panel to plan and prepare for the interview | |
| Confirm attendance of candidates invited for interview/ presentations | |
| Interview candidates, conduct presentations and any other selection methods (each panel member to compete Candidate Interview Assessment form for each candidate) | |
| Decide on the candidate who best meets the selection criteria, based on the interview, presentation, references and any other selection methods used | |
| Chair to complete Interview panel report and authorisation of appointment form | |
| Make the verbal offer of employment and agree a provisional start date | |
| Complete Request to offer an appointment form to confirm selected candidate and return with completed Interview panel report and authorisation of appointment form, Candidate interview assessment forms, unsuccessful application forms/CV's and any other documentation relating to the selection process to Personnel Services | |
| Confirm outcome to unsuccessful candidates | |
| Provide feedback to any unsuccessful internal candidates | |
| Respond to any requests for feedback from other unsuccessful candidates | |
Recruiting Department |
Personnel Services Operations Team |
| Issue the formal offer/ contract of employment, pre-employment health questionnaire and new starter pack | |
| Obtain pre-employment health assessment | |
| Obtain a certificate of sponsorship (if required for a migrant worker) | |
| Obtain a criminal records check (if required) | |
| Arrange a relocation package (if required) | |
| Receive acceptance of the offer of employment and discuss/ confirm start date with recruiting department | |
| Check entitlement to work in the UK | |
| Process details of the new starter onto PIMS and the payroll system | |
| Plan and carry out the induction | |
| Manage the initial service review | |
| Retain records for the statutory period | |