Questions asked/issues raised on courses

What happens to the on-line Staffing Authorisation Form (SAF)? / Once the form is submitted the system will automatically send a message to the appropriate authoriser asking them to approve the SAF, once they have approved it, the system will send it to the next approver and so on. Once all authorisers have authorised the SAF, this will automatically be sent to the HR mailbox to process.
How long does the staff authorisation process take? / The process can be very quick, however, is dependent on the relevant authorisers being available to approve the on-line SAF.
Jobs.ac.uk – who controls this site and what area does it cover? / It is controlled by Warwick University.HR input directly onto site. It is dedicated to jobs in higher education in the UK.
If a candidate has a long gap in employment history, can we ask about it? / Yes you are entitled to ask a candidate about any gaps in their employment history at interview (preferably at the beginning of the interview). If it relates to long-term illness this should only influence your decision if there is doubt about the candidate’s ability to fulfil the requirements of the job. Seek advice from HR.
Are police checks (Disclosure Scotland) carried out on staff? / Checks are carried out on staff that may have one to one contact with under 18’s or vulnerable adults including the elderly and the sick. This applies to all Lecturing staff.
Who makes the decision if an advert is advertised internally or externally? / It is normal practice is to advertise internally and externally, however, there are exceptions. The decision should be made at the staffing authorisation stage.
Can a candidate see their references? / If a candidate requests a copy of a reference received by the University, we would normally seek consent from the referee to disclose the reference. Alternatively, the candidate could approach the referee directly.
Can references be shared with all members of the panel prior to interviews? / Not recommended, references should not be deciding factor except in ‘tie break’ situations.
Is it possible to appoint before references are received? / NO, you must wait until 2 satisfactory references are received (1 reference required, if the candidate is internal or a zero hour lecturer.
Should feedback be given to unsuccessful candidates? / Yes, if requested.
Do referees get a copy of the Job Description and Person Specification? / Yes.
Can HR assist with the short listing process? / If there is a difficulty or disagreement, advice and guidance can be given.
Who carries the cost of interview travel expenses? / HR will pay UK travel expenses. If a candidate is travelling from outwith the UK, HR will pay from port of entry,and the department is required to pay any excess. NB Consider video conferencing for overseas candidates.
What if a panel is split on whom to recruit? / The Chair will have the final say, however; good practice is to go with the view of those likely to be working most closely with the post holder. You could also choose not to appoint.
How many candidates should we interview in one day? / This will vary but the recommendation is no more than 6 per day (can depend on nature of post).
How long should an interview last? / Will depend on nature of post, but 45 minutes to 1 hour is usual.
Who makes the decision on salary point? / All appointments should be made at the bottom of the salary grade. If the Chair wishes to appoint above the bottom of the salary grade a written justification must be sent to the relevant HR Client Partner for approval before the candidate can be appointed in line with the Salary on Appointment Guidelines.
If there are amendments to job descriptions – what if this alters the grade? / Check with the HR Pay and Reward Team before starting the recruitment process. The role may need to be re-evaluated before it is advertised.
What if an application form arrives after the closing date? / It can be considered, at discretion of the Chair of the Panel, providing that the final shortlisting has not taken place.
Can an appointable candidate from one post be offered another post? / Yes if the posts are very similar,contact HR for advice and guidance.
The New Points Based system applies to those candidates from outwith the EEA. What is the difference between the EEA and the EU? / The EU (European Union) is an economic and political union of 27 member states, located primarily in Europe.
The EEA (European Economic Area) includes Norway, Iceland and Liechtenstein. It allows these countries to participate in the EU's single market without joining the EU. In exchange, they are obliged to adopt certain EU internal market legislation.