The School endeavours to ensure good governance, fairness and effectiveness in our recruitment and selection processes. As part of this, recruiting managers are exepected to follow the School's Recruitment and Selection Policy and Procedure for Professional Services Staff. This policy includes specific requirements for managers when recruiting to PSS roles at Band 7 and above. These requirements are summarised below.
Prior to the commencement of the recruitment process, recruiting managers should ensure that all vacancies have been entered onto the e-recruitment system and that the first fund check completed. This step also applies in cases where recruitment to a role is managed by a third-party recruiter or an agency.
Approval of the selection process
For band 7 PSS roles, approval to recruit and agreement of the selection process should be obtained from the Service Leader. The recruiting manager will then lead the selection process.
For PSS roles at bands 8 and 9, the selection process will be set by the Service Leader. Before advertising the role, an overview of the selection process must be shared with the Chief Operating Officer. This information should confirm:
- The job title and salary band.
- Whether advertising will be internal only, external, or if a recruitment agency will be used to recruit to the role.
- A brief description of the selection process to be used.
- The key stakeholders that will be involved in the selection process, including the proposed panel membership for the formal interview.
It is recognised that in a very small number of divisions there may be larger number of appointments at Band 8 and above and a predetermined approach to selection can be agreed on an annual basis with the Chief Operating Officer.
The selection process for Band 10 roles is set and led by a Search Committee.
Interviews and assessments
The selection process must involve at least one formal interview. The selection process should include further assessments which are based on the requirements of the role. Where a role has significant line management and leadership duties, the inclusion of appropriate psychometric assessments is encouraged.
There must be at least three members of staff on a recruitment panel. Wherever possible, these panels should be diverse. At least one member of the panel (usually the Chair) should have attended recruitment training. Panel members should normally be at least one band higher than the role being recruited to. In addition, a Fair Recruitment Adviser should be invited to be a member of the recruitment panel and should be involved in all stages of the selection process.
Second stage / final interviews for Band 7 roles should include the Service Leader (or someone deputising for them).
The Service Leader should include appropriate engagement with service stakeholders in the selection process for bands 8 and 9 roles. Stakeholders can include service users or key contacts within other departments of divisions.
Making offers
The Service Leader must agree to the outcome of the selection process for Band 7 roles. This should be obtained before an offer is made. This approval must be emailed to your HR Adviser in order for them to progress the appointment.
For roles at Bands 8 and 9, the outcome of the selection process should be discussed and agreed by the Service Leader (or equivalent), the Director of HR and the Chief Operating Officer. This communication can take place via email, with any final agreement to be forwarded to the HR Adviser. Exceptionally, approval may be given to waive this step. Where this approval is given, it will normally be at the start of the recruitment campaign and email confirmation of the step being waived should also be provided to the HR Adviser.
If you require further information or guidance regarding any of the information above, please contact your HR Adviser.