Recruitment And Selection Procedures
National University of Ireland, Maynooth
Recruitment and Selection Procedures
Revised July 2006
1
CONTENTS
Page No.
Introduction
1
1.
Overview of the Recruitment and Selection Procedures
2
2.
Job Description
3
3.
Person Specification
4
4.
Advertising the Post
5
5.
Further Particulars
5
6.
Confidentiality
6
7.
The Role and Responsibility of the Chair
7
8.
The Selection Board
8
9.
Shortlisting
9
10.
References
11
11.
Conflict of Interest
11
12.
Preparation for Interview
12
13.
Conducting Interviews
13
14.
Interview Questions
14
15.
Presentations
15
16.
Candidate Evaluation
16
16.
Candidate Evaluation (contd)
17
17.
Medicals
18
18.
Verification of Qualifications
18
19.
Offer of Appointment
18
20.
Feedback
19
21.
Relevant Legislation
20
22.
Additional Information
21
23.
Case Law – Examples
21
2
Appendices
22
Appendix 1 – Sample Job Description
Appendix 2 – Person Specification
Appendix 3 - Shortlist Record
Appendix 4 - Presentations – Observation Sheet
Appendix 5 – Sample Interview Planning Sheet
Appendix 6 – Sample Evaluation Sheet
Appendix 7 – Sample Evaluation Sheet
Appendix 8 – Sample Timescale for Recruitment and Selection Process
23
24
25
26
27
28
29
30
3
Recruitment and Selection
Introduction
The continued success of the University depends on its ability to recruit and select high quality staff at all levels. It is, therefore, essential that the recruitment and selection process is properly planned, organised and conducted in a way that is most likely to achieve this. In any process of employee selection a high level of subjective judgment is inevitable. However, the use of guidelines can assist
Selection Boards to make their decisions in a more systematic manner and with a greater degree of objectivity.
The following guidelines are designed to provide such a framework by offering practical advice and support for those people with responsibility in this area. The emphasis is
Recruitment and Selection Procedures
Revised July 2006
1
CONTENTS
Page No.
Introduction
1
1.
Overview of the Recruitment and Selection Procedures
2
2.
Job Description
3
3.
Person Specification
4
4.
Advertising the Post
5
5.
Further Particulars
5
6.
Confidentiality
6
7.
The Role and Responsibility of the Chair
7
8.
The Selection Board
8
9.
Shortlisting
9
10.
References
11
11.
Conflict of Interest
11
12.
Preparation for Interview
12
13.
Conducting Interviews
13
14.
Interview Questions
14
15.
Presentations
15
16.
Candidate Evaluation
16
16.
Candidate Evaluation (contd)
17
17.
Medicals
18
18.
Verification of Qualifications
18
19.
Offer of Appointment
18
20.
Feedback
19
21.
Relevant Legislation
20
22.
Additional Information
21
23.
Case Law – Examples
21
2
Appendices
22
Appendix 1 – Sample Job Description
Appendix 2 – Person Specification
Appendix 3 - Shortlist Record
Appendix 4 - Presentations – Observation Sheet
Appendix 5 – Sample Interview Planning Sheet
Appendix 6 – Sample Evaluation Sheet
Appendix 7 – Sample Evaluation Sheet
Appendix 8 – Sample Timescale for Recruitment and Selection Process
23
24
25
26
27
28
29
30
3
Recruitment and Selection
Introduction
The continued success of the University depends on its ability to recruit and select high quality staff at all levels. It is, therefore, essential that the recruitment and selection process is properly planned, organised and conducted in a way that is most likely to achieve this. In any process of employee selection a high level of subjective judgment is inevitable. However, the use of guidelines can assist
Selection Boards to make their decisions in a more systematic manner and with a greater degree of objectivity.
The following guidelines are designed to provide such a framework by offering practical advice and support for those people with responsibility in this area. The emphasis is
References: 10.3 Subject to the Freedom of Information Act, 1997, and the Data Protection Act, 1988, as ame nded by the Data Protection (Amendment) Act, 2003, references are normally confidential to the members of the Selection Board