Recruitment and selection

Oxford Brookes University aims to attract, recruit and retain the most talented staff across all of our academic and professional services posts, both domestically and internationally.

The Recruitment and Selection Policy provides the overarching policy in relation to Recruitment and Selection.

The business case process

When submitting a recruitment business case, the default procedure is that the approval allows the post to be advertised internally in the first instance, after checking for any suitable candidates on the redeployment list. If there are no suitable redeployees, and no internal candidates after advertisement for at least two weeks, the post may go out to external advertisement. If the business case is seeking permission to advertise externally in the first instance, a compelling reason will need to be provided, and the panel will determine whether the internal advertisement stage can be skipped. In all instances, the redeployment list must be checked first, and the panel has the right to determine a different process from the norm.

Contact

People Directorate

pdteam-operations@brookes.ac.uk

Procedures

The University has different procedures depending on the type of staff being employed:

Permanent and long term staff

The Recruitment and Selection Policy provides guidance about the process for recruiting Permanent staff and those to be employed for more than 3 months. It covers the steps involved in the preparation for recruitment, advertising and shortlisting, and selection.

There are also links to the relevant forms.

Temporary and casual staff

The temporary and casual staff page includes general guidance in relation to the employment of staff on non permanent/short term contract types including specific information on:

There are also links to the relevant forms and information for making claims.

Research staff

The Research staff page is designed to provide guidance for staff planning to make a grant application that includes bidding for research staff to support the project.

Consultants and self employed

The Consultants an Self employed page provides guidance on employment status and processes to follow if you wish to employ someone on a self employed basis.

Apprentices

For details on employing new members of staff as an apprentice, please contact your People Directorate Strategic People Partnering teams.

Secondments

A secondment is an arrangement whereby an employee is temporarily assigned to work for a different part of the University, or in a different role or for a separate organisation. Secondments can offer a number of benefits to both the University and its employees. Secondments can be an effective way of bringing additional experience into a Department or the University and/or building links with other institutions/external organisations to the benefit of all parties involved.

Secondments are a development opportunity but they are not a right and are subject to operational requirements as detailed in the Secondment Policy.

Recruiting managers should also be aware of:

Immigration guidance

The immigration page provides information about the rules, eligibility requirements, roles and responsibilities, visas and related information.

Right to work

It is the responsibility of the recruiting manager to carry out right to work checks for all interviewed candidates. Staff across the University may also need to carry out checks for example on casual workers or visitors.

The Right to work page provides all the information you need to know to fulfil this requirement.

Employing young people (including work experience)

See guidance for employing young people when employing people below school leaving age.

There is separate work experience guidance.