Recruitment and Selection
Recruitment is a big investment that has a fundamental effect on the success of the University.
Recruiting and selecting the right people is of paramount importance to the continued success of UEA. The information on these Recruitment and Selection pages set out how to ensure, as far as possible, that the best people are recruited on merit and that the recruitment process is free from bias and discrimination.
It is recommended that all staff involved in recruitment and selection should take part in the recruitment and selection training organised by the Centre for Staff Education and Development. Refresher training sessions should be undertaken on a biennial basis.
You may find the short guide to recruitment and selection helpful, but please note that it is intended only to provide a quick overview of the recruitment and selection process for managers. Full guidance on the recruitment and selection process, including information on the regulatory framework and general principles of recruitment and selection, is provided in the University's Recruitment and Selection Guidelines, which are designed to provide practical information on the various components of the University's process, an indication of the minimum standards to be met, and advice on good practice, and apply to the recruitment and selection of all staff to the University.
An essential aspect of recruitment and selection is to ensure equality of opportunity for all applicants and employees by promoting and maintaining professional standards, within a framework of consistency, fairness and good practice and you should familiarise yourself with the Equal Opportunities in Employment Code of Practice, and the Disability and Employment Code of Practice (currently under review). Further documentation relating to the UEA's Equal Opportunities policies and guidelines, and relevant forms can be found here.
Entitlement to Work in the UK
Individuals invited to interview should be asked to bring approved documents to verify their entitlement to work in the UK. These should be copied and retained and a right to work check undertaken in line with University guidance. In certain circumstances, it may be possible for the University to apply for a Certificate of Sponsorship to enable individuals to work in the UK and further advice is available from the Human Resources Division.
Disclosure and Barring Service
If you are recruiting to a post that involves working with children or vulnerable adults, it may be appropriate to request a standard or enhanced disclosure in order to obtain information about the successful candidate. You can find further information in the Guidelines on the Disclosure and Barring Service Disclosure Service Process.
If the post is eligible for a DBS check, the applicant will be required to provide documents for the verification of their identity. The documents required will depend upon the applicant’s nationality; please refer to the Acceptable ID Documents for Verifying Identity for a DBS Check for confirmation.
Recruitment and Retention Premia
Finally, the University recognises the need for greater flexibility in remuneration packages including the use of one-off or recurring recruitment and retention premia where exceptional market conditions prevail. The Guidelines on the use of Recruitment and Retention Premia set out guidance to ensure that the university is able to objectively justify situations where different rates of pay are offered to staff whose work is of equal value, as determined by the University's HERA system.