The Directorate of Human Resources & Organisational Development have recently reviewed and updated the the University’s approach to recruitment sand selection.
The aims of this review were to:
• Ensure the University’s approach is strategically aligned to the ambitious aims set out in our strategy.
• Share the fantastic recruitment and selection practice happening in some areas with a view to creating more consistency across the University.
• Act on feedback about the usability and clarity of the current guidance and strike a better balance between online guidance and the dedicated support offered by the recruitment team in HROD.
Based on the review recommendations were made to the University Leadership Team (ULT). These were approved and HR&OD have updated the University’s recruitment and selection guidance.
What’s changed?
1. Less of a focus on process and more on the importance of the key principles that will underpin all future recruitment and selection at Sheffield Hallam. These are:
a. Equality, diversity and inclusion.
b. A positive candidate experience.
c. Effective selection.
2. Specific guidance on how academic staff must be recruited.
3. New guidance on the different assessment tools and interview techniques that managers should use to create a robust selection process.
4. New commitments in terms of the training and development that Chairs and panel members must complete:
a. Staff will not be able to chair selection activity (i.e. shortlisting, interviewing and making appointment decisions) without first completing the University’s new “Chairs of Panels – Recruitment and Selection Training”. Completing this training will become a mandatory requirement for Chairs of shortlisting / selection panels from April 2018. There will be a rollout of the training in March 2018, with a number of sessions being run in this month. The session will be available on an ongoing basis thereafter.
b. Staff will not be able to take part in recruitment and selection activity without first completing the University’s unconscious bias e-learning module.
5. A change in the way the guidance is presented i.e. a reduction in the number of pages.
Contact the recruitment team in HR&OD if you have any questions.