For full details about the University's Recruitment and Selection processes, please read our Policy on the Recruitment and Selection of Staff.
For a full listing of vacancies at the University, please see our main Jobs website.
The University’s e-recruitment site is run by a third party. You must register an account to apply for a vacancy (including internal and redeployment-only vacancies).
Log in via Shibboleth single sign-on using your normal University IT username and password. If this is your first time using the system as Recruiter, you may need to have access set-up. If you are unable to log in or view information, please contact the Recruitment Team on 01224 273500 or at email@example.com.
If you have never been involved in recruitment previously, you must complete the mandatory Recruitment and Selection Training Online Module (you should arrange a refresher course if your original training was more than 3 years ago). Please contact Recruitment to get enrolled on the training module.
This form should be completed for all posts, however funded, and all increases in FTE or extensions of contract:
Once you have received the relevant authorisation, you will be asked to assist in the preparation of the following documents:
For eRecruiter Manager Guidance please click here
Summary of the timescale you can expect during the recruitment and selection process (new appointments):
All members of staff who are involved in Recruitment (including on a shortlisting and sitting on a Selection Panel), must undertake a mandatory online Recruitment and Selection course. To arrange to enroll upon this course, please contact: HRRecruitment@abdn.ac.uk
Please click here to view Acceptable Documents under the Immigration, Asylum and Nationality Act 2006.
All panel members should take notes on candidates’ answers during interviews to aid decision-making. Notes should be based on the Further Particulars and Person Specification which should have been used to frame the interview questions. The ‘pro forma for notes’ can be used to aid note taking and decision making.
Notes should be used by the panel to support the decision-making process. This should result in an objective, evidence-based process.
|Why should I do this?|
There are three main reasons why it is important to take notes during an interview:
1. To ensure good practice, as decisions will be based on objective evidence and not subjective judgements
2. To protect the organisation from discrimination claims, as decisions will be clearly evidenced against selection criteria
3. To provide appropriate feedback to unsuccessful candidates.
Benefits of note-taking
|Guidance on taking notes in interviews|
Before the interview begins you should ensure:
During the interview you should ensure:
Dos and Don’ts
After the interview
The Data Protection Act 1998 gives candidates the right to see notes made about them during interview. HR will retain the interview notes for a period of six months, and they will be provided to candidates upon request. Please be aware that there is the potential for your notes to be seen by the candidates you interview.
Equality legislation protects candidates from discrimination in the recruitment and selection process. The Equality Act 2010 provides protection based on nine protected characteristics:
If a candidate believes they have been discriminated against on the basis of one or more of the protected characteristics, they could take legal action against the University. To reduce the risk of this happening, selection panels should:
The University operates an optional Guaranteed Interview Scheme for disabled candidates. If the selection panel is notified that a candidate has applied under the Scheme, then they must interview that candidate if they meet the Essential criteria in the person specification. Some disabled candidates may require an adjustment to the selection process to allow them to fully participate. HR will notify the selection panel of any adjustment which have been requested by a candidate. To find out more about the Equality Act 2010 please see link here.
Help and support on any of the issues discussed in this factsheet is available through the Recruitment Team.
Watch this presentation for further guidance on interview note-taking.
The Protection of Vulnerable Groups (PVG) Scheme ensures that those who either have regular contact with vulnerable groups through the workplace, or who are otherwise in regulated work, do not have a history of inappropriate behaviour. It excludes people who are known to be unsuitable, on the basis of past behaviour, from working with children and/or protected adults and detects those who become unsuitable while in the workplace.
There are five steps to assessing whether an individual is doing regulated work. This involves the consideration of:
Disclosure Scotland has set up a useful assessment tool which guides you in detail through these 5 steps.
To reflect legislative changes, our Protection of Vulnerable Groups Policy confirms that if a position requires a PVG check to be undertaken then the appointment is conditional upon the clearance and no work can be undertaken until this process is complete.
For full details please read the University's Protection of Vulnerable Groups Policy:
‘Temporary Services’ refers to the appointment of individuals on a casual or hourly-paid basis to resource periods of pressure, unexpected absence or specialist expertise within the University.
For full details please read the following document:
The following forms should be completed for temporary services appointments and authorised by the Head of School/Section or nominated Deputy. Once fully completed and authorised, they should be sent to Human Resources:
Payment for the work undertaken will be processed by Payroll on receipt of appropriately authorised timesheets:
To ensure prompt payment is made to individuals for the work they have undertaken, it is important to adhere to payroll submission deadline dates. Please note that payments will not be made retrospectively.