This section provides useful information for anyone who is preparing to recruit staff and includes:
A vacancy creates an opportunity to reconsider the overall functions and structure within a Subject/Service area and to consider any changes required to the job.
Issues to consider:
When reviewing needs there are a number of possible sources of information, including:
A thorough analysis of the role can highlight workload levels and provide the basis for the job description and person specification.
Issues to consider:
Personnel can only advertise posts once formal approval has been obtained. The Authority to Recruit Form must be signed by the Vice-Chancellor, Dean or Service Manager and Finance and Personnel.
If the position is funded by an external grant it should be authorised by the appropriate Dean or Service Manager and Finance.
Once the Authority to recruit form is completed and counter-signed, it must be sent to the appropriate Personnel Adviser, along with:
Any further particulars and/or supporting documentation for candidates
A job description defines the role’s purpose, principal duties and responsibilities. There is aJob Description Form to assist you.
An accurate job description:
When compiling a job description:
Which post does this post report to?
Does the post assist in staff recruitment/redeployment?
Does the post personally address staff performance issues?
Does the post undertake staff probation and performance reviews?
Does the post allocate tasks to staff?
List the main purpose of the position in one or two sentences only.
List six of the key tasks performed to support the main objectives of the position.
Does the post administer/ monitor/control a budget, if so, what is the size of the budget?
Does the post have delegated authority to authorise expenditure against another person's budget, and if so, to what limit?
What discretionary spending decisions or capital equipment purchases may be authorised by the post? Are these independent or shared decisions?
Does the post involve using any equipment such as IT equipment, or kitchen machinery?
State the names of the post and/or areas and organisations, both internal and external with which this post regularly interacts.
Describe the typical results or outcomes expected of the position and how they will be measured. This will underpin the framework for the probation and performance review. Examples of expected outcomes may be as follows:
A person specification should be based on the job description and describes the knowledge, skills and attributes required to perform the duties of the position. There is a Person Specification Form to assist you.
A clear person specification can:
The job description for a post details the activities involved in carrying out that job.
A person specification identifies the critical attributes required in a candidate if s/he is to be capable of carrying out those duties and responsibilities to a satisfactory standard.
The criteria contained in a person specification should be:
Some aspects of the job will be more important than others. A person demonstrating the abilities to perform the important duties would be a more suitable candidate than one who only demonstrated the abilities to perform the less important ones. Weighting the importance of the criteria as High (3), Medium (2) and Low (1) will enable these distinctions to be made.
Assessment of criteria during recruitment & selection
If the Person Specification is to be used for Recruitment, an indication must be given as to how each criterion will be assessed during the recruitment process, using Application (A), interview (I), presentation (P) or Assessment exercise (E). This will provide the candidate with information pertinent to their application, and clarify the recruitment process further. It will also support the selection panel at shortlisting and selection stages.
Main features of the Person Specification
State the minimum educational or vocational level/qualification required.
Professional/Technical & Occupational Training
State the required level of training and/or membership of professional bodies necessary to undertake this post effectively.
Define the work experience it is necessary for a person to have before the job in question can be performed. Avoid specifying an arbitrary number of years experience as essential, as it is the quality and range of experience which is more important than the length of experience.
Skills and Knowledge
Define the practical skills and knowledge that are required to perform the job. Statements of skill, aptitude and knowledge must be job related.
This section will indicate particular characteristics the postholder should possess to carry out the duties of the position.
For some jobs, such as kitchen porters or library assistants, there will be specific requirements such as lifting and carrying heavy weights.
Specify the attributes necessary to fulfil such obligations but do not assume that this disqualifies women or people with disabilities.
Commitment to the Mission and Values of Liverpool Hope should be of high importance for all jobs