National University of Ireland, Maynooth
Recruitment and Selection Procedures
Revised July 2006
Overview of the Recruitment and Selection Procedures
Advertising the Post
The Role and Responsibility of the Chair
The Selection Board
Conflict of Interest
Preparation for Interview
Candidate Evaluation (contd)
Verification of Qualifications
Offer of Appointment
Case Law – Examples
Appendix 1 – Sample Job Description
Appendix 2 – Person Specification
Appendix 3 - Shortlist Record
Appendix 4 - Presentations – Observation Sheet
Appendix 5 – Sample Interview Planning Sheet
Appendix 6 – Sample Evaluation Sheet
Appendix 7 – Sample Evaluation Sheet
Appendix 8 – Sample Timescale for Recruitment and Selection Process
Recruitment and Selection
The continued success of the University depends on its ability to recruit and select high quality staff at all levels. It is, therefore, essential that the recruitment and selection process is properly planned, organised and conducted in a way that is most likely to achieve this. In any process of employee selection a high level of subjective judgment is inevitable. However, the use of guidelines can assist Selection Boards to make their decisions in a more systematic manner and with a greater degree of objectivity.
The following guidelines are designed to provide such a framework by offering practical advice and support for those people with responsibility in this area. The emphasis is on implementing best personnel practice which aims to ensure that staff are recruited and selected on the basis of their relative merits and that decisions are made following a fair, consistent and justifiable process which reflects well on the institution. The guidelines will also ensure that the University’s procedures are consistent with the relevant employment equality legislation.
The importance of implementing effective recruitment and selection procedures cannot be over-emphasised. Sufficient time and thought needs to be given to an area of managerial responsibility which is more important to the well-being of the University than many other areas which take up management time and resources. Experience shows that a successful appointment can produce results which impact favourably on the wider University community while a poor one can have damaging effects far outside the department/section in which it is made. The recruitment and selection of staff also provides an opportunity for the University to present itself in a favourable light. Treating job applicants in a professional and positive manner is more likely to leave them, whether they are successful or not, with a positive view of the University and how it has dealt with them.
The procedures should be read in conjunction with the Statutes of the University which are available on the University website.
Overview of the Recruitment and Selection procedures
The following provides a brief overview of the key elements of the recruitment and selection process.
Identify clearly the nature of the vacancy to be filled
Produce a job description
Produce a person specification identifying selection criteria for the post ê
Draw up an advertisement for the post
Shortlist candidates against the...
Subject to the Freedom of Information Act, 1997, and the Data Protection
Act, 1988, as ame nded by the Data Protection (Amendment) Act, 2003,
references are normally confidential to the members of the Selection Board
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