Advertising

    • All job advertisements will be placed through the Directorate of Human Resources.
    • Advertisements will only be placed when the recruiting manager has returned the staff request and provided an advert, job description and person specification, any other information for potential applicants, and a date for the selection procedure has been fixed. 
    • All posts (temporary and permanent) will normally be advertised on the Brookes website, Jobs.ac.uk and where the post maybe subject to a certificate of sponsorship, jobcentreplus.
    • Faculties and Directorates can also advertise in local / national media including newspapers, job boards and social media depending upon budgets. Advice may be sought from Human Resources regarding suitable media.
    • The recruiting manager will write the advertisement (see Search Engine Optimisation for Job Adverts on how to maximise your advert) and Human Resources will proof read and ensure it is legally correct and present it in a 'corporate' format and place it in the appropriate media.
    • Once an advertisement has been processed, in the event of another post of the same duties and grade becoming vacant, then (after consultation with Human Resources), appointments to both vacancies may be made without further advertising.
    • The cost of advertising will be met by the Faculty/Directorate. The final decision on the publications and the number of words will be with budget holders, but the corporate style will be used to ensure consistency.
    • As a supplement to advertising, information about vacancies may be circulated to job centres, careers services, a wide selection of community groups and other Universities as appropriate. Details of vacancies can also be found at the CoreHR vacancies portal. Human Resources will make reasonable efforts to ensure that groups that are underrepresented learn about vacancies.
    • Advertisements will make it clear that the University is committed to equality, diversity and inclusion; is a Disability Confident employer and that all jobs are potentially open to job sharing unless expressly excluded.
    • Re-advertising posts - a post may be re-advertised where it is not possible to achieve a minimum shortlist or where it is not possible to appoint following the selection process. Before making a decision on whether to re-advertise, the Chair of the panel should consult with a member of the HR team to determine whether re-advertising the post, including reviewing the recruitment literature, person specification criteria (including a review of ‘essential’ and ‘desirable’), media selection, timing of recruitment, etc., is likely to result in a wider or more suitable field of candidates. If a job is re-advertised to try and generate further interest, the current applicants will be notified and advised of any delays in the process.