In addition desirable criteria should be identified to assist in selecting the best person for the job. This will incorporate essential knowledge, skills and attributes taken from the person specification. Key criteria, which will be used to make a selection decision, must be made clear to potential applicants. The advertisement should also give a brief summary of what the successful candidate will be required to do in the job. All advertisements will be drafted by the appropriate line manager and will be placed through Personnel .
Personnel can offer advice on wording, placement and costing.
Established and fixed term posts of longer than 9 months, of a full or part time nature, will normally be advertised, although this policy may be waived in the event of reorganisation, restructuring or the need for redeployment. A balance will need to be maintained between the costs of external recruitment campaigns and equal opportunities considerations in attracting the best person for the job. Sufficient records must be kept which explain how the shortlist was compiled. Unsuccessful internal applicants must be informed accordingly and feedback should be offered and, if required, provided. Where consent is not obtained or where a response has not been received, any employment offer will be made subject to satisfactory references.