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Guidance on the pilot of advertising roles internally only.

Contents

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• Roles that may be advertised internally only
• Scope of applicantsÌý
• Process for advertising roles internally
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• Invite to InterviewÌý
• ¸é±ð´Ú±ð°ù±ð²Ô³¦±ð²õÌý
• Progressing to external advert if no internal candidate is appointed

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1. ¹û¶³Ó°Ôº is piloting anÌýinternal recruitment scheme for all staff roles to:ÌýÌý

• supportÌýour staff by improving career progression opportunities and talent management without external competition.Ìý
• improveÌýthe diversity of staff in more senior roles, by promoting our diverse pool of staff in lower grades.Ìý
• to take advantage of the existing skills and knowledge within ¹û¶³Ó°Ôº.

2. The Internal recruitment pilot aimsÌýto:

• understand the impact on diversity of appointments.
• obtain data to identify whether internal recruitment should be applied to specific grades/staff groups.
• gain insight into how internal recruitment should be implemented in the new recruitment system.
• understand the impact on the efficiency of the recruitment process.

3. Feedback will be sought from recruiting managers and the process will be reviewed to identify future improvements.

Roles that may be advertised internally only

4. Open-endedÌýroles across ¹û¶³Ó°Ôº may be advertised internally only for a minimum of two weeks.Ìý Fixed-term roles will normally be advertised as a secondment, if advertised internally.Ìý This is an optional scheme, so recruiting managers have discretion about whether to advertise roles internally only but are encouraged to do so where there is an identifiable pool of potential applicants. Roles will be advertised to redeployees first, in line with current practice.

Scope of applicantsÌý

5. Staff who can apply for roles advertised internally only are:

• All current ¹û¶³Ó°Ôº employees with at least 12 weeks’ continuous service at ¹û¶³Ó°Ôº when they apply.
• Agency workers, including Unitemps staff, currently working under an assignment with ¹û¶³Ó°Ôº, with at least 12 weeks’ continuous service at ¹û¶³Ó°Ôº when they apply.

6. Casual workers, self-employed workers / contractors, sub-contractors or honorary staff may not apply for roles as an internal candidate.

7. Staff do not need permission from their current line manager to apply for permanent internal only advertised roles. The exception to this is where the member of staff is being managed under the Capability Policy, or the Sickness Absence Procedure or is being investigated under the Grievance Procedure or Disciplinary Procedure. In these cases, the member of staff must seek permission from their line manager, who will seek advice from their HR Business Partner.

Process for advertising roles internallyÌý

8. Follow the normal steps set out in the Recruitment and Selection Policy, such as reviewing the JD, obtaining the grade and HERA number, requesting financial approval and advertising to redeployees.ÌýÌý

9. Talentlink provides the option to advertise internally only.

Shortlisting

10. When shortlisting, check each applicant’s employment history on the application form to check they are currently working for ¹û¶³Ó°Ôº as an employee or agency worker and have at least 12 weeks’ service.Ìý If they are not eligible, the application must not be considered further.Ìý If it is unclear from the application whether they are eligible, the recruiting manager may contact the applicant to request further information.

Invite to InterviewÌý

11. If a candidate is shortlisted, the invitation should include that internal recruitment is open to ¹û¶³Ó°Ôº employees and agency (including Unitemps) staff who have worked for ¹û¶³Ó°Ôº continuously (including statutory or paid leave) over the 12 weeks prior to their application.Ìý Applicants who do not meet this criterion are required to withdraw their application.

References

12. If an internal candidate is interviewed and appointable, they should be offered the role subject to references, right-to-work checks and any other eligibility criteria.Ìý A reference should be sought from the current ¹û¶³Ó°Ôº line manager and, for agency staff, an additional reference from the agency that covers 12 weeks continuous work for ¹û¶³Ó°Ôº.

Progressing to external advert ifÌýno internal candidate is appointedÌý

13. It is anticipated that recruiting managers will have made an accurate judgement on whether the role can be filled internally and so it is hoped that progressing to an external advert will be rare, as this will involve an additional step and more work for all involved.Ìý The administrator will need to update Talentlink, to open the job up to external candidates.Ìý