Our goal is to become Scotland’s leading university, celebrated internationally for the quality of our graduates and the impact of our research. In order to reach that goal, we must become a world-class recruiting organisation that successfully attracts, selects and inducts the best possible academic, research, professional and support staff. Show
There are standards that all recruiting managers should follow in order to ensure high-quality hiring decisions and practices. These are based on best practice in the field of recruitment, and reflect our core values: Valuing People, Working Together, Integrity, Making a Difference, and Excellence. In summary, our staff recruitment practices should:
Your School/Directorate HR Team are available to help and will be happy to guide you through the recruitment process. Our recruiting philosophyRecruiting talented staff is central to our aim of becoming Scotland’s leading University. It is only through the quality of our teaching, research, professional and support staff that we can provide a world-class experience for our students, and deliver teaching and research that transforms lives, locally and globally. Everyone involved in a recruitment cycle is making potentially life-changing decisions. Recruiting Managers are identifying the people who will make the biggest difference to their teams and help their Directorate or School achieve demanding goals. Candidates are investigating whether the University is an organisation that will support and develop them – and weighing us up against other potential employers. Many candidates are also trying to decide if a role at Dundee is worth relocating from other parts of the world. Fair and rigorous assessmentWe need to use robust assessment methods to identify the strongest candidates. Whether we’re testing for academic excellence or vocational skills, we need to aim for assessment that is both rigorous and rigorously fair. All candidates should have the opportunity to demonstrate their expertise and enthusiasm. Great candidate experienceJust as importantly, we want Dundee’s friendly, down-to-earth culture to be reflected in our recruiting practices. We want every touchpoint the candidate has with us to be a positive one – from the moment they read a well written and engaging job advert, to visiting the campus for a welcoming and robust interview; from timely assessment feedback to an effective induction. Ultimately we want all our new hires to feel excited about joining us, and for all our candidates to feel good about the University regardless of the outcome of their application. It is your role as a recruiting manager to ensure that we deliver on both of these challenges. The HR team will be on hand to help and advise you, but responsibility for good hiring practice ultimately lies with you. Legal framework for recruitingThere are three type of legislation that you need to be aware of when recruiting.
Equal opportunitiesWe are bound by both a moral and legal obligation to ensure our hiring practices are not discriminatory. The Equality Act 2010 consolidated and expanded on previous equality legislation to provide a comprehensive framework to employers and service providers. Quite simply, it is illegal to discriminate, directly or indirectly, based the following protected characteristics:
Discrimination in recruitment can take a number of forms:
The University is also bound by the Public Sector Equality Duty which, among other things, charges us to actively advance equality of opportunity. We want to actively encourage more applications from candidates who possess characteristics that are currently under-represented at the University. All managers involved in recruitment of new staff should complete the online diversity training available. Right to workThe Immigration, Asylum and Nationality Act 2006 means we have to ensure that all staff have the legal right to work in the UK for the duration of their contracts. Any offer of employment is subject to the candidate producing their original passport, work visa or birth certificate. We can sponsor non British and non Irish candidates, but there are very strict rules in place, and we must abide by them to retain our sponsorship privileges. If you shortlist a non British or non Irish candidate, you should contact your HR Officer to understand our obligations, or find out more by visiting: Work Visa FAQs Data protectionWhen they apply for a job at the University, candidates trust us with a lot of personal data, including some sensitive information. Under the General Data Protection Regulations Act, we have an obligation to keep this information as securely as possible, to only hold it for as long as we need it, and to only use it for the purpose of processing their application. Candidates also have the right to request all information we hold about them, in any form. That includes shortlisting and interview notes, which they can request up to 6 months after an interview. The Information Commissioners Office (ICO) has the power to impose fines for breaches of the act. Visit our Data Protection pages for more information on our Data Protection obligations. Recruitment processThere are three broad phases involved in hiring new permanent or fixed term staff. All are equally as important. As a Recruiting Manager, it’s your responsibility to contribute to all three phases. High level recruitment process overview
The details of the recruitment process differ depending on the type of staff you are seeking to recruit. Please contact your HR Team if you require any guidance on recruitment of the following:
What does the term discrimination in employment and occupation mean?Discrimination in employment and occupation means treating people differently or less favourably because of characteristics that are not related to their merit or the inherent requirements of the job.
What is discrimination AT work?1. What is employment discrimination? Employment discrimination generally exists where an employer treats an applicant or employee less favorably merely because of a person's race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran.
Which of the following inclusions in a want ad would be least likely to be considered discriminatory?Test 1. What is adverse impact in hiring?Adverse impact refers to employment practices that appear neutral but have a discriminatory effect on a protected group. Adverse impact may occur in hiring, promotion, training and development, transfer, layoff, and even performance appraisals.
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