You don’t need the consent of your manager to apply for an internal job opening, but we encourage you to be open about your career goals. They spot missed opportunities and highlight areas in need of improvement, and they can do so because they’re completely fresh. A file note should be made at the time of the telephone conversation and written confirmation should always be requested. After the closing date has passed the interview panel should assess the applications to determine which applicants are to be called for interview. 97. The person specification is of equal importance to the job description and informs the selection decision. For example it may be appropriate to disregard a period of sickness if it was caused by a one off accident requiring a long term absence. Full details can be found in the UCL Induction and Probation policy on the Human Resources website. A template pre-interview reference request form without a question on sickness absence can be found in Appendix Q. For more information see the Working with Vulnerable Groups Policy. Source and evaluate candidates, track applicants and collaborate with your hiring teams. See also UK Visas and Immigration requirements for keeping documents where a certificate is issued. The type of experience required of applicants should be specified; but stipulating the length of experience must be avoided unless it can be objectively justified because the quality of experience is more important than its length and the Equality Act make such stipulation unlawful unless objectively justified. Our only requirement is that our employees have to complete their [three-month] onboarding period before they can change roles. Further details are available from the Human Resources Business Partnering Team or on the Human Resources website. Obviously any inappropriate or personally derogatory comments contained within the notes could be considered discriminatory and are unacceptable. Struggling with a task or project? Internal recruitment is the process of filling the vacant positions in a company by the employees within the business premises. Staff conducting interviews must be aware that, although questions asked may not in themselves be discriminatory, the interpretation of answers by the panel could exhibit prejudice. 1. Many translated example sentences containing "internal recruitment policy" – French-English dictionary and search engine for French translations. In this policy, we outline our procedure for internal recruitment and clarify our rules for internal mobility. Where an applicant indicates that they do not wish their current employer to be contacted prior to a provisional offer being made, this should be respected. Principles including fairness, credibility and equal employment opportunity underpin recruitment and selection at UCL. Where qualifications are deemed essential these should reflect the minimum requirements necessary to carry out the job to an acceptable standard. Heads of Department must make their staff aware that when dealing with enquiries about vacancies it is unlawful to state or imply that applications from one sex or from a particular racial group or in relation to any other protected characteristic would be preferred and to do so may lead to a complaint of race, sex or other discrimination against UCL. For UCL's policy on the recruitment of staff with criminal records see the DBS checks and criminal convictions procedure. 58. 90. Recruiting Policy. If the person to be appointed is a national of a non-EEA country, a Certificate of Sponsorship may be required. 8. 88. This ensures that vacancies are open to external applicants. 30. The value of unsolicited references submitted by candidates and addressed 'To Whom It May Concern' is very limited and should be disregarded. A. 10. a request that they contact the author of the letter/message if they have any particular requirements or to discuss the interview facilities (related to access to the venue or any other need related to a disability). 14. Redeployees should meet the essential criteria for the post (or can achieve this with minimal training) but do not need to meet the desirable criteria. 3 Policy Scope 3.1 This policy is intended for all staff who are involved in the recruitment process within COPE Foundation. In addition to the CoS the individual must apply for entry clearance/ leave to remain through the UK Visas and Immigration and provide personal evidence of competence in English and ongoing maintenance. This informs UCL how its Equality and Diversity Strategy is working in practice and whether its recruitment practices are having a discriminatory effect on any particular groups. For some roles, the offer is subject to a check of … Scope. See guidance notes for more information. This requires references that cover employment for the last three years to be taken up. Departments should contact their  HR Business Partner for information and assistance in selecting the search firm on UCL’s preferred supplier list. It is, for example, legitimate to ask for confirmation of whether individuals can comply with the working patterns of the post, but not to ask details of their domestic or child care arrangements etc. 2.1 The aim of the policy is to outline the relevant steps in the recruitment process and to assign individual responsibilities for each of these steps. Therefore, helping your team members move inside our organization and promoting them to more challenging positions is good for our business. Once a provisional offer is made the preferred candidate will be asked to disclose their sickness/unauthorised absence record. In addition you should add: 33. Please refer to guidance on the different Tiers of the points based immigration system, incorporating the departmental guide to the completion of forms to request a certificate of sponsorship. Single sex panels must be avoided (i.e. The use of an alternative agency may be agreed, in exceptional circumstances, by the Executive Director of Human Resources. • Channel 4 managers looking to recruit for an existing or newly created role • Channel 4 employees looking for a new role The person specification must form part of the further particulars of a vacancy along with the job description in order that applicants have a full picture of what the job entails. 1981756 . We are committed to our equal opportunity policy at every selection stage. 84. Europe & Rest of World: +44 203 826 8149 Panel members must return all copies of any references with the application forms and their interview notes to the Chair on completion of the recruitment exercise. What’s in, what’s out, and what’s around the corner—they’ve got the HR world covered. All UCL staff on panels must have received training in fair recruitment* and ideally at least one member who has received disability awareness training. During the recruitment freeze financial approval must be obtained by following the Finance Recruitment Freeze Guidance. These staff may apply on a preferential basis to other internal applicants for roles that are at the same grade or lower than their current grade. 53. 43. It is the responsibility of each Head of Department/Division to ensure that this policy is carefully followed within their department/division. The candidate should also receive written confirmation of whatever adjustments have been agreed. GENERAL POLICY. The lack of such notes would seriously impede UCL's ability to contest such a complaint. 39. To avoid making assumptions about such permission, it is the Department's responsibility to ask all appointees for evidence of eligibility to work in the UK. Go to the Immigration website for more information on the points based immigration system including detailed requirements for issuing certificates of sponsorship and right to work FAQs. Where staff will be working with or for government agencies (armed forces, civil servants / non departmental public bodies or government contractors, e.g. Workable is all-in-one recruiting software. Only the HR Services issues letters of appointment and places individuals on the payroll (other than very limited exceptions). The purpose of this company's recruitment policy template is to define and describe the way our [company name] recruits new employees and fills open positions. WHO is this policy for? Such evidence must be submitted to UCL Human Resources. Instead of releasing the positions into the job market, the HR department chooses to advertise the vacancy internally for the current employees to apply for it. Guidance concerning the provision of employment references is set out at Appendix H and on the Human Resources website. 83. At least two members of the interview panel, including the immediate line manager, should undertake the task of shortlisting. Read the minds of our team of HR writers. 81. 63. Viele übersetzte Beispielsätze mit "internal recruitment" – Deutsch-Englisch Wörterbuch und Suchmaschine für Millionen von Deutsch-Übersetzungen. Where a waiver of advertisement is approved, all other aspects of the UCL Recruitment and Selection policy apply and candidates must be considered by a selection committee and, in the case of Chairs, a working group of Academic Board. 13. These are required to support evidence of the Resident Labour Market Test having been met where a certificate of sponsorship is requested. Our company encourages promotions and job moves that will help employees hone their skills and advance their careers. Provisional offers may be made, subject to a certificate of sponsorship being issued and entry clearance gained, Disclosure and Barring Service check or occupational health clearance, where appropriate. If the job offer is conditional on completion of a qualification, DBS check, visa clearance (see paragraph 100) or health screening, this will be made clear in the appointment letter. Appointees to such positions involving regulated activity must be briefed on their responsibilities towards safeguarding children and vulnerable adults. It is helpful to the referee to include a copy of the job description and person specification of the post to which you are recruiting. In such circumstances the Panel chair is responsible for briefing external panel members and ensuring processes are followed fairly, legally and in line with UCL policy. Start hiring now with a 15-day free trial. It should be drawn up after the job description and, with the job description, should inform the content of the advert. The information obtained in the application, the interview, any selection tests and in references (if obtained prior to interview) will allow candidates to be assessed against the person specification and a selection decision to be made. Deans who wish to make a request to waive advertising should seek early advice from the relevant Human Resources Business Partner. Normally appointments must be made in accordance with this policy and must, therefore, be subject to advertisement and interview. 54. Extreme care must be taken if physical requirements are specified. It is unlawful racial discrimination to carry out checks only on potential employees who by their appearance or accent seem to be other than British. A link to our standard terms and conditions will be inserted by HR Services. 5. Local PPSM Policy 20 Recruitment & Internal Promotion. The amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are 'protected' and are not subject to disclosure to employers , and cannot be taken into account. It is therefore a requirement to ask all candidates attending for interview to bring with them evidence of their right to work in the UK. If they demonstrate in their application that they meet the essential criteria for the role (or could do so with reasonable training) they must be interviewed for the role. All search firms doing business with UCL must agree to collect and provide UCL with information in compliance with UCL’s equality obligations. Attention is drawn to the specific requirements in relation to advertising for Certificate of Sponsorship purposes (see paragraph 95). 46. 20.UCL has agreed a set of Ways of Working for Professional Services and Technical staff. The Internal Recruitment Program is a resource team members to have a personal connection with team dedicated to answering your questions and supporting you as you explore new opportunities within the organization. It is important to follow the appropriate ethical approval processes particular to the research, such as research involving human participants, human tissue or data, animal research and the acquisition, storage and disposal of historical artefacts. A recruitment policy is essential to be unbiased, just and transparent. The candidate may qualify for the Government's Access To Work Programme (details of which are available at Access to Work.Where reasonable adjustments are agreed these must be recorded in writing. 74. Types/Methods of Internal Recruitment When a vacancy arises, preferential consideration must be given to staff whose posts are being made redundant and who are eligible for redeployment (see Redeployment Policy). Requirements for compliance with UK Immigration legislation (see paragraphs 60, 61 and 89-92, the job title (which must be sex and age neutral), the location of the job i.e. It is UCL policy that all staff who are new to UCL undergo a structured induction and successfully complete a probationary period (subject to limited exceptions). To ensure our internal hiring is fair and efficient, we suggest a procedure for managers and team members to follow: We encourage employees to move across teams, departments and locations within our company if this move fits with their career plans and they’re qualified to perform the job. The process can take up to three months and staff cannot under any circumstances be employed until permission is given. Add a few personal touches and you’re good to go. department/faculty/division/research group, the post to whom the postholder is responsible, any special working conditions (e.g., unsocial or shift working patterns, the requirement - for clinical posts - to obtain health clearance from an NHS Trust, the requirement for a criminal record check - (see paragraphs 86- 88), A note that indicates that, as duties and responsibilities change, the job description will be reviewed and amended in consultation with the postholder, An indication that the postholder will carry out any other duties as are within the scope, spirit and purpose of the job as requested by the line manager or Head of Department/Division, A statement that the postholder will actively follow UCL policies including Equal Opportunities policies, An indication that the postholder will maintain an awareness and observation of Fire and Health & Safety Regulations, Avoid jargon and unexplained acronyms and abbreviations, Be readily understandable to potential applicants for the post. (Further information is available on what is considered reasonable and a helpful checklist regarding Disabled candidates is also available). Recruiting managers should refer to the guidance on the Ethics section of the research integrity website regarding the approval processes to undertake academic research. For every hiring challenge, Workable has a solution. Always think what’s best for your team members in terms of their personal and professional growth. 91. Our hiring practices aim to ensure that each team will always have talented people to perform each job. Any member of staff with concerns about the application of this policy should raise their concerns in writing with their Head of Department, or with the manager to whom the Head reports, if the concern includes the Head's actions. Sign up for jargon-free hiring resources. The new vacancies created in a firm by internal hiring are associated with additional recruitment, screening, orientation, and training costs. Regularly discuss advancement plans and learning opportunities with your team members. Internal hiring limits the infusion of new knowledge and ideas into the firm. Required abilities should be expressed in terms of the standards required, not just in terms of the task to be undertaken. 67. The original applications for all applicants, together with a written note of reasons for shortlisting or rejecting applicants must be retained for a minimum of 12 months from the date that an appointment decision is notified, in case of complaint to an Employment Tribunal and to satisfy UK Visas and Immigration requirements to keep records for 12 months where a certificate of sponsorship is required. 50. The Internal Recruitment team will also assist you in optimizing your experience with our career site. When making appointments to posts with management responsibilities, consideration should be given to UCL's Ways of Working and UCL's Core Behaviours Framework. Applicants must be made aware early in the recruitment process that a criminal records check will be required of the appointee. In addition UCL has also decided to monitor the age, sexual orientation and religious belief of applicants. You may … OUR RECRUITMENT POLICY . Basic Procedure • Stage 1 A vacancy is advertised (usually for 14 days) on the appropriate BOC career centre/s. It is essential to the application that the vacancy has been advertised in accordance with the requirements of the designated occupational code. The employment is particularly crucial for managers in the organization. Appropriate referees are those who have direct experience of a candidate's work, education or training: preferably in a supervisory capacity and a reference must be obtained from the current or previous employer. Recruitment efforts shall be designed to attract applicants who possess the strongest qualifications required for successful performance of the duties and responsibilities of the vacant position. The salaries of other staff doing similar work within the department/division with similar experience should also be taken into account. 21. Assumptions should not be made about their reasons for applying for the post as they may eliminate an otherwise exemplary candidate. Ask questions, find answers, get tips, and dig deeper into our product. We are committed to investing in our employees and help them grow their skills and gain experience while working with us. Applicants will complete equality monitoring information as part of their online application. Telephone references should be avoided but, where time pressures or the location of referees dictate that this may be appropriate, recruiters should ensure that they are certain as to the identity of the person to whom they are speaking. To achieve this, all managers and team members should talk freely and frequently about what career moves make sense for their abilities and motivations. The selection criteria pro forma at Appendix D can assist with the task of shortlisting. This internal hiring process policy template is ready to be tailored to your company’s needs. 66. Simply possessing patience (a personal quality) will not be enough. Banish the blank page for good with our 1000+ HR templates. knowledge (including necessary qualifications), guidelines about completing the application form, including the number of referees. A recruitment policy-construed either as one specific policy or as the set of policies utilized-provides a framework for the sequencing, integration, management and oversight of recruiting efforts. It is good practice to offer internal applicants feedback after interviews and it is UCL policy to respond to requests for feedback from external applicants. Academic qualifications, professional registration, the right to work and any other specifics considered essential for the post must be verified by the Department at the time of interview. Do not make requests that only elicit generalisations about candidates' attendance, honesty, or subjective information as to the applicant's suitability for the job. 94. Don’t let jargon stand between you and your to-do list. For driving jobs, it will be appropriate to specify the ability to drive. UCL is required by the Equality Act 2010 to monitor the ethnic origin, sex and disability status of applicants for all posts, those shortlisted and appointees. If a manager believes that the appointee to a vacancy will be working in a 'regulated' position (see DBS checks procedure and Working with Children Guidelines Appendix A) They will require an enhanced criminal records check before commencing employment. 7. Get clear explanations of the most common HR terms. 64. Letters or emails to shortlisted candidates should include: 65. The confidentiality of applications must be respected by all of those involved in the selection process. What is Internal Recruitment? Actively participate in our succession planning efforts. UCL has a duty to consider what reasonable adjustments can be made to working practices, or premises, or to enable access to goods, facilities and services by disabled people. 99. Americas: +1 857 990 9675 Our employee recruitment and selection policy describes our process for attracting and selecting external job candidates. 41. Industry insights, new tech and tools, step outside the day-to-day demands of HR and keep pace with a changing world. Instructions on how to prepare advertisements for placement on online recruitment system (ROME) can be found on the Human Resources website. The recruitment policy of an organization determines the destinations or enlistment and gives a structure to usage of recruitment program. Before a company decides to recruit internally, it must establish a plan. Please refer to the Financial Authorisation Process for Recruitment for further details. The question areas to be explored by each panel member should be agreed in advance to avoid overlap or repetition and panels may find it helpful to discuss their expectations of full answers to the questions, prior to the interview. Internal hiring restricts the size of the applicant pool. If your manager has an idea of your plans, they’ll be able to help you advance within our company and advise you on the best internal opportunities, or even refer you when the right job comes up. 82. [enter-your-company-name-here] is committed to ensuring that fair and effective procedures and processes are implemented and adhered to when selecting and deploying people to meet organizational needs. 10.2.4 Interview questions must relate to the selection criteria outlined in the person specification and should be prepared before the interview. Ultimately it is the responsibility of the senior management in the University, including Heads of Departments, in conjunction with HR to ensure that this is the case. Attendance is logged on the Learning Event Records System (LERS) by staff in organisational development. UCL's Statutes prescribe the appointment to certain senior academic posts within UCL. Add or delete parts according to your own internal hiring strategies and modify the tone and language to match your company's voice. Applicants for employment concerned about the application of the policy should write to the Executive Director of Human Resources. See Appendix K for acceptable evidence. When requesting references, it is helpful to seek precise information and confirm facts, such as length of employment, relationship of the applicant to the referee, job title, brief details of responsibilities, reasons for leaving, unauthorised absence, attendance including sickness absence (providing the reference is requested after selection takes place as per paragraph 78) , performance, and any other relevant information. Policy Statement 3.1 We want to constantly improve our performance as an organisation. The recruiting manager should consider on a case-by-case basis the nature of the absence and must, where appropriate, disregard periods related to the assessment, treatment, and rehabilitation of a disability. Guidelines on the appointment of Professors is available on the Student & Registry services website. Individuals within the talent pool, and those whose secondment contracts are due to expire in the near future and any potential retrenchees, must first be considered for role vacancies before sourcing candidates externally. It should clearly and accurately set out the duties and responsibilities of the job and must include: 16. Our company will provide you with training on how to create career paths for your team members and help them become better at their jobs. 52. The Equality and Human Rights Commission advises that 'word of mouth' recruitment is likely to be indirectly discriminatory in terms of race and/or sex discrimination. To ensure that applicants are fully informed about the vacancy for which they are applying and to ensure that they provide UCL with all the information we require, adverts must direct applicants to the further particulars, which will provide more information including how to apply. An advertisement is written from the job description and person specification and should contain the following points: 42. When conducting telephone references, it is helpful to plan the conversation beforehand and to have a list of questions ready. 10.2.3 The Chair of the interview panel should ensure that the interviews are conducted in line with this Recruitment Policy, and the School’s Equality and Diversity Policy. Financial approval for the establishment of a new post or the filling of a vacancy must be obtained before recruitment commences. 80. Within the financial provision or established grading of the post, the salary offered should have regard to the applicant's experience or expertise and will normally be at or above the incremental point equivalent to the applicant's present salary. We are committed to investing in our employees and help them grow their skills and gain experience while working with us. 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