Depending on local procedures and the type of post being advertised either HR or Recruiting Managers will handle enquiries and responses to applications. Recruiting Managers should consult with HR to discuss local procedures.
The University of Manchester standard application form must be used. CVs may also be accepted but only in addition to the application form.
Applications received by HR
HR will give access to the recruiting manager / panel members within the respective local area to view online;
- All the applications received by the closing date
- A copy of the advertisement
- A copy of the further particulars
- A list of candidates
HR will also send a closing email containing the following information;
- A short-list pro-forma
- A rehabilitation of offenders form (visit informing the applicants for further information)
- A training verification form
- Interview pro-forma
- A new appointment pro-forma
Applications received by Schools/Faculties, Directorates and other organisational units
All applications should be made online via The University of Manchester website. If this is not possible any applications received directly to Schools, Faculties, Directorates and other organisational units (by the closing date) should be sent electronically to HR. The corresponding vacancy reference number and the applicant’s name must be included on in the email.
In some cases applicants may request information in an alternative format. It is not only considered good practice to communicate with applicants in their preferred format, it is a legal obligation of the University’s. The alternative document must have the same content and be of the same quality as the original documents.
If an applicant requests any information in an alternative format its important a note is made and all further correspondence a provided in that preferred format.
A few things to consider;
- As soon as you receive a request for information in an alternative format the first thing to do is check what their preferred format is
- This request should be prioritised to ensure you get the information to them in a reasonable time to ensure they are able to meet any deadlines
The University’s application form includes a section asking applicants if they require any reasonable adjustments.
The Equality Act 2010 requires the University to make reasonable adjustments to their practices and premises to accommodate a disabled applicant, where some arrangement or physical feature of the premises causes a substantial disadvantage.
Reasonable adjustments need to be considered in the recruitment and selection process and also when a candidate is appointed, some examples may include:
- Making adjustments to premises
- Altering his/ her working hours
- Acquiring or modifying equipment
- Modifying instructions or reference manuals
- Modifying procedures for testing or assessments
- Providing a reader or interpreter
In many cases the funding for these adjustments can be accessed centrally or through schemes such as access to work. Information and advice can be sought from the University’s Staff Disability Advisor, placed in the Disability Advisory and Support Service