Contract and Pre - Employment
Here you will find information with regards to the conditional contracts, information requested and pre-employment checks that will take place with your appointed candidate:
Contract and Pre-Employment
All appointed candidates will be issued a conditional offer letter and contract and will be asked to review and Sign via Docusign. Along with this they will be asked to complete a contract acceptance form, sharing their personal data along with their diversity data. The People team can then create their core People and Payroll record.
Within this form they will be asked to share information on any disabilities or if they may need any special adaptations or aid requirements. It is important for us to be aware of this information so that prospective employees are not placed in situations where a pre-existing medical condition could be aggravated by their required work activities within their new role and they are supported where required.
Where people disclose any disabilities or require any special adaptations, a member of the People team will contact these candidates to ensure any reasonable adjustments required in the workplace are fully considered and, if appropriate, put into place. If required a referral to our occupational health provider will be requested to provide further support.
References/Proof of Employment
Your Talent Acquisition Consultant will arrange for the University's 3rd party partner Security Watchdog to conduct reference checks for the appointable candidate, if they have been sourced externally.
They will obtain factual references for a minimum of 3 years of employment (referencing period will vary depending on the seniority of the post) and also ask for proof of ID, address and qualifications.
Please note that it is now standard practice for all references to be factual only, consisting of information on Employment Start and End dates, sickness and absence record and summary of any disciplinary procedures that were undertaken with the individual.
Internal applicants do not require a reference check as they will have completed this process when they initially joined the University.
Right to Work
Once a Conditional Offer has been accepted, a member of the People Team will contact the successful candidate to arrange Right to Work checks.
It is a legal requirement that the Right to Work check is completed before the individual's start date and applies to all workers including casuals, part-time demonstrators, guaranteed-hour lecturers, fixed term or permanent employees.
For more information on right to work checks, please read Right to Work checks: An employers guide.
Driving Licence Check
Upon reviewing your job description for the role and discussing with your People Partner, it will have been determined in advance of the recruitment process whether the successful candidate is required to hold a valid UK driving licence.
If this is part of the essential conditions of employment, our external provider Security Watchdog will complete a driving licence check before the candidate joins the University.
PVG/Basic Disclosure Scotland Check
The Protecting Vulnerable Groups (PVG) scheme is managed by Disclosure Scotland. It helps ensure people who are unsuitable to work with children and protected adults cannot do regulated work with these vulnerable groups.
Upon discussing the role with your People Partner before the recruitment process is initiated, it will have been determined whether the nature of the role requires a PVG or Basic Disclosure Scotland check.
Your Talent Acquisition consultant will ensure that the candidate completes an application for the PVG scheme in advance of their start date.
Please note, it is a legal requirement for candidates to have received their certificate before they commence employment.
Visa and Immigration
For guidance on how to comply with UKVI legislation, and the University's practices in relation to the recruitment and employment of employees with limited leave to remain and work in the UK please visit the Visas & Immigration page.
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