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Decision To Advertise: Remember - Keep Cost To A Minimum!

This flowchart outlines the process for filling a job vacancy which includes: 1) Analyzing the job requirements, evaluating the position, drafting the job description and advertisement, setting a recruitment timeline. 2) Shortlisting candidates based on criteria, conducting interviews, making offers contingent on references and checks. 3) Providing feedback to unsuccessful candidates and debriefing the appointment panel, drawing up a contract for the successful candidate, and arranging their induction.

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ajaydhage
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54 views1 page

Decision To Advertise: Remember - Keep Cost To A Minimum!

This flowchart outlines the process for filling a job vacancy which includes: 1) Analyzing the job requirements, evaluating the position, drafting the job description and advertisement, setting a recruitment timeline. 2) Shortlisting candidates based on criteria, conducting interviews, making offers contingent on references and checks. 3) Providing feedback to unsuccessful candidates and debriefing the appointment panel, drawing up a contract for the successful candidate, and arranging their induction.

Uploaded by

ajaydhage
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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FILLING A VACANCY FLOWCHART

Job Analysis
Re-think the post is/are the same
job/skills required?
New Post?
Job Evaluation
send to HR

Decision to advertise

Authorisation form


New post?
Evaluated grade
Fixed Term?
State reason
Senior staff salary
Agreed by DofHR?

Job description & person specification
Include main duties and responsibilities of post and qualities, skills, knowledge required.


Further particulars
Text on department. Details about post and
how it fits in with the
department/school/university
Draft Advert
Provide on email attachment
Include information on post, salary, qualifications,
experience, essential skills.
Remember keep cost to a minimum!

Recruitment timetable
Agree with HR: advertising/closing date, shortlist return and interview date

Pre-interview arrangements
Confirm panel, testing arrangements/presentations
Refreshments, room bookings (including equipment) to be made by Department.

Shortlisting
List criteria and reasons for selection/non selection. Internal
candidates to be given verbal feedback. Campus
accommodation arranged by HR

Interviews


Offers
Made by Chair of Panel/nominee as soon as
possible after interviews.
All offers must be made by telephone,
subject to receipt of satisfactory references,
medical clearance, and verification of
employment status.
Agree salary and start date
(bear in mind Payroll deadlines)
Unsuccessfuls
Unsuccessful candidates written to by HR.
Feedback given by Chair of panel/nominee if
required
Internals receive letter from HR after detailed
feedback given by Chair of panel/nominee

Debrief HR
At least a day after interviews
Appointment panel forms to be completed and returned to HR immediately.

Contract drawn up by HR and sent to successful candidate

Induction of New Staff
Arrangements for office space, computer facilities and email accounts, mentor (decided on day of
appointment)

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