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R&S Policy Statement

Encapsulated in the University’s vision is to harness the creativity, knowledge and commitment of its staff and to promote its values and enhance all of its activities. To support our mission and values our community will embrace challenge and seize opportunities; expect and celebrate creativity and excellence; act responsibly and with integrity; show determination, resilience, ambition and adaptability and work together to deliver our vision. The University's single greatest unique asset is a high performing, engaged and committed staffing group who will have a crucial role to play in continuing to contribute to the successful delivery of the University strategy.

Recruitment and Selection at Edge Hill University is based around core principles that support the attraction and appointment of high performing people with the necessary skills, qualifications, experience and competencies to contribute effectively towards the delivery of these institutional goals and to the collegiate life of the university.

Below you may find a summary of the key aspects of our recruitment and selection policy.

Key Requirements

It is essential that through its recruitment and selection procedure the University will seek to attract and appoint those people who have:

  • Relevant knowledge, skills, experience and competence.
  • The capacity to grow and develop with the University.
  • The disposition to place the customer experience at the heart of all that we do.
  • A positive, forward looking and proactive mind set.
  • Personal resilience, determination and adaptability.
  • The capacity to embrace challenge, a changing environment and continuous improvement.
  • Demonstrated the capability and capacity to achieve excellent performance.
  • A willingness to work together to deliver our Vision.

Rigorous Selection Processes

Recognising that in terms of cost and impact, recruitment is one of the most significant decisions to make; therefore managers are likely to benefit from utilising a range of selection methods to ensure the right person is appointed. If after a rigorous selection process there is any doubt about the candidates suitability no appointment should be made. Throughout the recruitment and selection process the focus will be on testing the skills and qualities of the prospective appointee to ensure they have the capacity and capability to perform to a high standard and demonstrate behaviours in line with the University’s desired culture. The University will be fair and equitable in its practice and an appointment decision will be made on merit and the candidate’s ability to undertake the role successfully.

Selection Panels

Panel composition will vary depending on the nature of the vacancy. The recruiting manager should consider panel membership at an early stage of the process to ensure availability, capability and to give ample time to prepare well for the event. Consideration should be given to the size and composition of the panel including the appropriateness of the level of seniority, ensuring externality and a balanced gender mix as far as possible.

Two Ticks

Edge Hill University is committed to equal opportunities and is a Two Ticks employer. Under the Two Ticks Disability Scheme we guarantee an interview for applicants who declare a disability if they meet all the essential criteria for the vacancy. HR Services will review shortlisting to ensure that any applicants who meet the minimum requirements under this scheme are invited to interview and will liaise with the Recruiting Manager. 

Selection Testing

Selection tests provide a means to assess relevant skills, knowledge, expertise and competence that cannot easily be evaluated objectively at interview and/or to reinforce judgements made at interview. A range of testing is available to support recruitment decision making and the recruitment team will provide guidance on which is most suitable dependent on the role. All posts should include assessment through testing as well as a structured interview. 

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