Candidates should be selected on an assessment of their knowledge, skills, experience, qualifications, achievements and attributes against the requirements of the person specification and job description, taking into account all parts of the selection process.
Each panel member should assess each candidate against the criteria.
Discussion should then take place amongst the panel.
Establish which candidates did not meet the criteria and are therefore not appointable.
Prioritise candidates who meet the criteria (unless there is a first-choice candidate).
It is the Chair’s responsibility to ensure that all panel members contribute to a full discussion based on the evidence from the selection process, before reaching an agreement on the outcomes of the process. The Chair should also ensure that notes are taken on the decision making process.
If there aren't any candidates that meet the criteria, the panel should not appoint on the basis of who fits most closely. A second recruitment process should begin.
If it is very difficult to choose between candidates and it would be hard to justify a decision in favour of one candidate over another consider introducing a second stage to the selection process.
Starting salaries must be discussed with your local People and OD Partner to ensure the correct salary point is offered.
Overseas nationals who are not citizens of the European Economic Area and do not have unrestricted permission to work in the UK will normally require a Tier 2 Certificate of Sponsorship, which will be issued by the University (People and OD Operations).
The migrant uses this certificate to apply for either entry clearance (if coming from overseas) or leave to remain (if in the UK).
You should contact People and OD Operations for advice regarding this as soon as you have identified that the successful candidate requires permission to work.
The Chair should contact the successful candidate as soon as possible after a decision has been made and provisionally offer the post, pending the necessary references and pre-employment checks. See our ‘how to make a job offer’ guide for more information.
Unsuccessful candidates should also be contacted as soon as possible after a decision has been made and be offered feedback about the reasons why they were not selected for the post. This will normally be done by the Chair of the panel or the recruiting manager. See our guide ‘how to provide feedback to unsuccessful candidates’ for more information.
Remember that all notes and documents relating to the recruitment and selection process must be retained for six months following the conclusion of the process.