Pre-employment checks for all appointments
Appointment to all University posts will be subject:
- Satisfactory references
- An Eligibility to Work check
- Work Health Assessment relevant to the role (see below)
When you are creating your About the Job, consider which additional checks will be required as part of the selection process (see some options below). These should be made apparent from the outset to all candidates if the final appointment will be subject to a satisfactory check in this area. Candidates who reach interview/selection stage should also be reminded that the final appointment will be subject to a satisfactory outcome of the checks(s).
Health Assessment at Work
The Health and Safety at Work Act imposes a general duty on all employers to ensure, so far as is reasonably practicable, the health and safety and welfare at work of their employees. Section 5 of the Management of Health and Safety at Work Regulations specifically provides that employers should ensure that employees are provided with health surveillance appropriate to the risk within their job as identified by a risk assessment.
Health assessment requirements, as relevant to the post, are identified and managed within the e-Recruitment system. In compliance with the Equality Act 2010, these are carried out after a job offer has been made.
The Staff Occupational Health Service will carry out health assessments based on the needs of the post and provide their recommendations to HR. In certain cases the Staff Occupational Health Service may contact applicants for further information and a medical examination may be required prior to confirmation of appointment.
Any medical information provided by candidates/appointees will remain confidential to the Staff Occupational Health Service; however, they will be used as a basis for advice by the Occupational Health Unit to HR, without breach of confidentiality.
Should an appointee be considered to be unsuitable for employment on health grounds, this will be referred to a senior member of HR for review and consultation with the Recruiting Manager before any offer of employment is withdrawn.
Other additional pre-employment checks
Proof of qualifications
You may opt to require candidates to present copies of relevant professional and educational qualifications as part of your selection process.
Proof of registration with professional body
Many University posts require employees to be registered with the appropriate professional body, for example GMC, GDC and UKCC registration. Current registration must be confirmed with the candidate before a contract of employment can be issued.
See Checking membership of a professional body for further guidance.
Criminal record and other security checks
Criminal record checks, including Disclosure and Barring Scheme (DBS) and Disclosure Scotland checks, may be required for appointment to posts that include working with children and vulnerable groups or those that have responsibility to valuable resources. For posts where work involves access to Biological Services facilities a security check may be required. Such requirements must be stated clearly within the 'About the Job' document of the post to ensure that all shortlisted applicants are fully aware that this is a vital aspect of the selection process. It should be reiterated at interview to all interviewees that the offer of appointment will be subject to a satisfactory check. Work closely with your customary HR contact to agree which level of check is relevant to the role.
See the Criminal record checks for further guidance.