Revised Recruitment Process

Revised Recruitment Process

As you may be aware through the various discussions, focus groups, consultations and roadshows that have occurred over the last year and a half, the Recruitment process has been thoroughly reviewed and is consequently changing.  The intention is to create a much better quality service and experience for candidates and hiring managers. 

This has resulted in reshaping the service into candidate-facing teams and hiring manager-facing teams, and is complemented by the creation of 4 functional teams within HR Recruitment looking after various candidate segments: Academic staff recruitment, Professional Services staff recruitment, Research staff recruitment and Senior Staff recruitment. 

A ‘soft’ launch is intended with effect from 30 April, as the new process is gradually implemented across the Colleges and University Services over the next few weeks and months.

Within the College HR teams a new role has been created – the Local Resourcing Coordinator.  This post will be managing the administrative aspects of the recruitment process previously conducted within Schools.  Within CoSE we will be working with Peter Blyth and Rebecca Vint, as our Local Resourcing Coordinators from 30 April.  Consequently the aspects of the recruitment process previously undertaken within your Schools on a dedicated or ad hoc basis will now be transferring to the Local Resourcing Coordinators within the College. 

In practice, in the short term, it is anticipated that the Local Resourcing Coordinators will gradually take on the full range of their roles and there will be overlap with School administrators currently facilitating recruitment as the ‘soft’ launch gets underway.  It is expected, as the implementation of the new process beds in, that having 2 dedicated staff working full time on recruitment activities will further enhance the recruitment service and the candidate/hiring manager experience.

Below are a range of documents to explain how the recruitment process is changing, and what the Local Resourcing Coordinators will be doing on behalf of the Schools and College in administering their recruitment activities.  In short, aspects such as raising staff requests, identifying the various aspects of the recruitment plan for a vacancy,  arranging the interview logistics, liaising on appointment arrangements etc. will now be undertaken within the College by the Local Resourcing Coordinators.

Agreement of a Vacancy Checklist at the start of the recruitment process will enable a plan to be developed to expedite all stages of a vacancy’s progress.  The Local Resourcing Coordinators will have ownership and accountability for the progress of vacancies through these stages to ensure all parties involved in the recruitment work effectively together to achieve a high quality and timely service.  In the short term, the development of new enhanced CoSE templates for generic job specifications, advert text, and vacancy checklists should enable the process to become lighter touch and quicker for all concerned.

Hiring managers can access a variety of resources to assist their recruitment within the new process either on the corporate Hr Recruitment webpages or on the CoSE Staff Information webpages.

Please do not hesitate to contact HR Recruitment or the CoSE HR team to discuss any aspects of this change or any concerns you may have.

It will take time for the new process to bed in and your ongoing support is welcomed in assisting the transition during the ‘soft’ launch implementation phase.

Recruitment Process CoSE Slideshow

Revised Recruitment Process Flowchart

New Vacancy Checklist

Recruitment Process Map

Local Resourcing Coordinator Job Spec

I need to recruit, what do I do

HR EveryDay Practices: Policy Action Points

HR EveryDay Practices: Policy Action Points

In June 2017 CMG reviewed our compliance with a variety of HR-related policies and decided we needed to enhance our actions in certain areas.  The primary focus is upon ensuring we enhance the robustness of our approval processes for all leave types taken by academic staff.  A summary of the main changes includes:


·        Annual leave: the focus is on improving the use of CORE to record annual leave by academic staff

·        Sickness absence: again the focus is upon improving the reporting and recording of academic staff sickness absence

·        Academic absence (see link below for relevant policy): all approval delegated to Schools now.

·        Study Leave: Post study leave 3-month Outcomes Report to be completed in all cases and publicised as appropriate; Schools to ensure staff area aware of the provisions for study leave and to review and prioritise applications annually

·        Travel & Working Overseas: all overseas travel to be recorded through the Travel Insurance system to provide coverage and record absences

·        Tier 2, UGS and UESTC staff: absences of all types must be recorded and approved through CORE


If you wish any further information please contact

Athena SWAN Mentoring Scheme Pilot

Athena SWAN Mentoring Scheme Pilot

The Colleges of Science and Engineering and MVLS are pleased to launch the Athena Swan Mentoring Scheme Pilot in spring 2014.  Please find below links to the Scheme brochure and 'Word' application form. 

Athena SWAN Mentoring Scheme Pilot

Application Form

Please feel free to contact your Head of School/Institute or College HR Team for further information. 

College Guidelines on University Consultancy Policy

College Guidelines on University Consultancy Policy

The University has a well-established policy on academic consultancy (, viewing it as an important channel through which knowledge and expertise can flow to and from industry and other external agencies and therefore contributes to the development of growing and productive relationships with such bodies.  The policy covers contractual issues and outlines appropriate legislation and regulations that are pertinent to staff undertaking such work.  The College recognises staff undertake such work as a means to grow and enhance our technology transfer and impact through our research and consultancy activities, utilising the University’s Consultancy Policy. 

The right to undertake consultancy is at the discretion of the Head of College; normally this function is devolved to Heads of School to manage operationally.  In determining the mechanism for the consultancy, the member of staff’s contribution across all University academic activities (including teaching, administration and research) will be taken into account, and it is expected that the member of staff will be meeting the School’s targets sufficiently in all such activities and associated objectives.

When this is not the case, or in selected circumstances where research and/or consultancy activities are embryonic, or starting from a low base, it may be appropriate for Schools to expect individuals or groups of individuals to undertake consultancy activities on a fee-waiver basis, in order to attain a greater collective critical mass and develop a productive and longer-term market position with external agencies.  Schools will determine appropriate thresholds above which the University Consultancy Policy will apply normally, taking into account relevant local circumstances on a case by case basis.

Performance & Development Review

Performance & Development Review

To be updated.  Please contact HR in the meantime 

Study leave for academic staff

Study leave for academic staff

A member of academic staff who wishes to be considered for study leave should apply, in writing, using the updated application for study leave which should be accompanied by a one page statement detailing the intended plan of work.   Such applications should normally be submitted at least six months before the start of the proposed study leave and should be submitted, in the first instance, to the relevant Head of School or Unit.  Academic Study Leave Guidelines COSE


Academic Returners Research Support Policy

Academic Returners Research Support Policy

Recognising the University’s commitment to the Athena SWAN Charter and the Bronze Awards held by the University and Schools, the University has introduced financial support for staff returning from Maternity/Paternity/Adoption/Shared Parental leave.  The Scheme supports Research and Teaching, Research-only and Clinical staff in resuming their independent research activity following a period of leave.

The scheme provides for up to £10k to be used within the 12 months returning from such leave to enable activities such as conference attendance, collaboration visits, buyout of teaching, hiring research staff etc.   Applications will be approved by the Head of School and Head of College HR on behalf of CMG.

To apply please consult the College’s policy and then submit the College’s application form, both of which can be accessed at the links below:

Academic Returners and Research Support – Policy and Framework

Academic Returners Information Guide Updated

Academic Returners and Research Support: Application for Funding