The recruiting manager is responsible for drafting advertisements in conjunction with the Personnel Advisers, who are responsible for arranging both internal and external advertising, on receipt of the Authority to Recruit Form and other documentation.
The Personnel Advisers may suggest amendments to advertisements to comply with equal opportunities legislation, Liverpool Hope’s visual identity, inconsistencies with the person specification or job description or following advice from any advertising sources.
It will be the responsibility of the Personnel Office to obtain cost estimates for job advertisements, and gain authority to place the advertisement from the recruiting Dean (academic jobs) or the Director of Personnel (support jobs). Advertisements will be placed by the Personnel Advisers, as appropriate in:
A good advertisement is one which:
The advertisement should be clear and include:
Points to consider when writing an advertisement:
It is Liverpool Hope’s normal practice to advertise all temporary and permanent vacancies internally through the media of Hope Virtually Daily. Managers and Supervisors of staff who do not have immediate access to Hope Virtually Daily should wherever possible communicate advertised vacancies to their staff. It is recognised that some vacancies will only be advertised internally to current staff at Liverpool Hope to open up pathways for promotion or development and movement from temporary to permanent status. Vacancies which are only to be advertised internally will be marked in such a way that it is clear that the post is for existing University staff, by using the following.... “Applications are invited from those already employed by Liverpool Hope.”
As well as developing a clear job description and person specification, it is important that candidates are provided with any further particulars and/or supporting documentation which will attract them to work at Hope. These should include:
If appropriate, they may also include:
Effective administration of applications represents an important aspect of the recruitment process and plays an important part in projecting a positive impression of Liverpool Hope to potential candidates.
Details and information about the vacant post, including an application form, an equal opportunities monitoring form, the job description, the person specification, the Mission Statement and other particulars about Liverpool Hope, will be provided in printed or electronic format on request to all enquirers.
All information will also be available for downloading via Hope’s website.
All information will be made available on request in a variety of formats, including large print, audiotape and Braille.
Candidates are normally requested to return their completed applications to the Personnel Office. Any applications sent directly to the recruiting area should be forwarded to the Personnel Advisers so that they can be recorded on the Personnel database for monitoring purposes.
The information supplied to applicants informs them that if they have not heard from Liverpool Hope within four weeks of the closing date then they can consider their application to be unsuccessful.