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Before recruiting a new member of staff you will need the relevant approval to recruit. All new and replacement posts of 3 months duration or longer and any changes to terms for existing post holders need approval from the Resourcing Review Committee (RRC).
In order for the RRC to consider a resourcing request, you must complete an approval form (Word) as well as a costing template (Excel). You should also prepare a draft job description (see tab below) for the RRC to consider.
For posts that do not require RRC approval, you will still require
Finance approval. For grant funded roles you should seek approval from
JRES.
Once you have approval to recruit you should complete a recruitment request form (Word) which should be sent to HR along with the final job description and job advert.
You should write a job description for the post you are advertising, to include the qualifications, skills and attributes that the successful candidate will require to perform the role. You should consider carefully which skills are essential and which are desirable; for example, is a certain qualification essential or could this be covered by relevant experience?
New posts will generally need to be evaluated to confirm their grade. City St George's, University of London uses Korn Ferry Hay Group Job Evaluation for determining the appropriate Grade Profile for all new Professional Services roles (Grades 1-9). Occasionally it may be necessary to regrade existing posts if they have changed significantly. If it is an existing St George’s School of Health and Medical Sciences post, the Higher Education Role Analysis (HERA) system will be used for consistency purposes as that system will have been used orignially to determine the grade of the post. Your HR business partner can arrange for a role to be evaluated.
Once you have obtained the necessary approval for your role and finalised the job description and grade, you should send your role to HR to be advertised. You should also draft a job advert for the role. See an example of a job advert (Word) and if you require assistance please contact HR.
As a recruiting manager you will have access to St George’s jobs website, where you can score candidates’ applications and short-list for interviewing. As part of the selection process you should have a panel of interviewers – ideally three but at least two. Good practice would be to have a gender and ethnicity mix on the panel, if possible. In order to ensure an ethnically diverse panel you are encouraged to include a Fair Recruitment Specialist on your panel.
You should ensure that you have evidence for why you chose your preferred candidate and be able to provide feedback to all candidates on why they were/were not successful. This may be a short summary of how they met the criteria for the role.
Once you have chosen your preferred candidate you should complete an authorisation of approval form (Word) in order for HR to commence the onboarding process for the successful candidate.
The competitiveness and equity of basic salaries is strongly influenced by salary decisions made on appointment. St George's recognises that there are advantages in having flexibility in setting starting salaries for new appointments. This reflects the external market factors, and the knowledge, skills and proven experience that the individual can bring to the job.
It is expected that appointment within a grade will normally be at the minimum point. However it is recognised that on occasions the candidate may need to receive an offer that will attract them to accept the post. A higher starting salary may be offered where:
- individual has come from an interchangeable role at the same or equivalent grade in another HEI; and/or
- individual has significant proven experience or expertise that is directly relevant to their capability to perform in the role.
(All proposed salaries above the minimum for the grade are approved by the relevant Chief Operating Officer or Director and HR.)
The maximum normal salary for the grade cannot be exceeded on appointment under any circumstances.
It is a legal requirement that St George’s checks new starters have a right to work in the UK before they commence work.
Please see guidance on when a check may be required - Right to work check - Scenarios
If you are conducting a check please complete the checklist
Further information is availble at: GOV.uk
Please contact hrhelp@sgul.ac.uk if you are considering appointing an overseas worker.
Individuals in some roles will require a DBS check. This is required for staff in roles where they may have direct contact with children and vulnerable adults. See St George’s policy on DBS checks and a list of roles that require DBS checks. There may be other roles which a manager deems should have DBS checks.
Please contact HR to undertake a DBS check.
New starters should not commence employment until the DBS check is completed.
When approached with a request for work experience, managers should respond and, if appropriate, agree to the request. It is not necessary to refer the request to HR. Download our guidance on work experience (PDF)
The contract of employment will specify the probation period, which will be six or 12 months depending on the employee's role and when they joined St George's.
As a manager, you should review the probation midway through and at the end, prior to confirming completion. In order to be considered as having completed probation, the employee should undertake all the mandatory training outlined on the New Starters page.