The candidate may qualify for the Government's Access To Work Programme (details of which are available at Access to Work.Where reasonable adjustments are agreed these must be recorded in writing. evidence of eligibility to work in the UK, satisfactory internal/external references). If a redeployee meets all the essential criteria, they must be invited to a placement interview. Our internal hiring process policy describes our process for hiring within our company to fill open roles. 1981756 . Further details are available from the Human Resources Business Partnering Team or on the Human Resources website. The person specification details the: required to do the job - specifying which are essential and which are desirable; these may be different from the attributes of the previous post holder. 74. In simple words, it can be understood as the method where existing workforce of the company are referred or taken into consideration for any available suitable post. Obviously any inappropriate or personally derogatory comments contained within the notes could be considered discriminatory and are unacceptable. In all cases care should be taken to ensure that job-related tests are well explained in writing for candidates, in plain language, that all candidates are subject to the same tests under exactly the same conditions, (excluding any allowances made as 'reasonable adjustments' to disabled candidates) and that presentation topics do not favour any one candidate. When making appointments to posts with management responsibilities, consideration should be given to UCL's Ways of Working and UCL's Core Behaviours Framework. Redeployees should meet the essential criteria for the post (or can achieve this with minimal training) but do not need to meet the desirable criteria. Attendance is logged on the Learning Event Records System (LERS) by staff in organisational development. 93. They may even be familiar with and have performed some of the tasks in their previous role (i.e. This ensures that vacancies are open to external applicants. It should clearly and accurately set out the duties and responsibilities of the job and must include: 16. The person specification must form part of the further particulars of a vacancy along with the job description in order that applicants have a full picture of what the job entails. 92. Principles including fairness, credibility and equal employment opportunity underpin recruitment and selection at UCL. Approval to waive advertising may be provided where there is evidence that: a. the candidate under consideration has unique internationally renowned expertise relevant to the achievement of departmental and UCL strategic objectives which would bring exceptional benefits to the department or faculty as a whole; and. 52. Positive action provisions in the Equality Act 2010 can be used to appointa staff member from an underrepresented group where they score equally. Discuss your aspirations and preferred career path during 1:1s with your manager or during performance review meetings. Single sex panels must be avoided (i.e. Provisional offers may be made, subject to a certificate of sponsorship being issued and entry clearance gained, Disclosure and Barring Service check or occupational health clearance, where appropriate. 101. If a qualification is essential for the post and the recruiting manager has any concerns about the legitimacy of the qualification document they should contact the awarding body to ask for verification. Normally appointments must be made in accordance with this policy and must, therefore, be subject to advertisement and interview. 50. 81. 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