Candidate Selection: a toolkit for staff
Welcome to Human Resources' guide to the selection of new staff at The University of Sheffield. The interactive toolkit following this displays the steps to take when you embark on a selection process, with all the information you need accessible from the toolkit boxes. Selection starts when the application stage closes and ends when you have agreed a contract and appointed your new staff member(s).
Why is selection important?
High quality selection means making appointments that will ensure our future excellence in teaching, research and operations. Exceptional new staff are key to a continually improving organisation. It is therefore vital that selection is perfectly planned out to ensure you test every skill you need for the role and give candidates a chance to present themselves at their best.
What are our selection values?
1. To look for potential as well as experience.
Experience is important, but we should always keep an eye out for rising stars. Our university prides itself on developing tomorrow’s leaders, and it’s crucial that we do this through selection by looking for the potential in candidates as well as their current ability.
2. To prioritise communication and personal skills
We pride ourselves on a dynamic and collegial staff body, and should look to build on that with each appointment we make. Communication and personal skills are as important to assess as any other aspect of the person specification as they are vital for building a staff body that collaborates successfully.
3. To assess innovatively
Every recruitment process should be tailored to the role that it is for. It’s about working out what assessment is appropriate for the job you are recruiting to, not relying solely on interviews. Selection won’t always follow the same pattern, so don’t be afraid to be innovative in finding the right person.
4. To provide an excellent candidate experience.
We want all candidates, whether successful or not, to be positive advocates for the University. Selection is one of many ways to show off what we do here, and we want people to walk away with a good perception of us. We also don't want internal candidates to become dissatisfied if unsuccessful. This can be achieved by making sure we are running a smooth process, assessing fairly and giving meaningful and constructive feedback, showing a genuine commitment to development.