Human Resources

Applying for a role

Information and guidance for potential applicants from checking current vacancies at the University through to attending for interview.

Checking our vacancies

All our current vacancies are listed on our Vacancies page.

The University welcomes applications from all candidates irrespective of age, disability, gender, gender identity, sexual orientation, race, religion or belief, or marital or civil partnership status. The University is a member of the Stonewall Diversity Champions programme and DisabledGo, among others: you can find out more from our Equality & Diversity pages.

Making an application

All of the University’s vacancies are advertised with a closing date. All vacancies will close at midnight (local time) on the closing date published. Late applications cannot be accepted.

Once the closing date has passed, all applications received up to and including that date will be considered by the selection panel, who will identify the applicants they wish to interview.

If you wish to apply for multiple vacancies, you will need to submit an individual application form for each vacancy. The University’s online recruitment system will save the last application form you submitted, so that you only need to review and amend it for each new vacancy you apply for.

Each role has a unique person specification and we require documentary evidence that you possess the required skills and knowledge the role expects.

Applications must be submitted using our online facility. For help in using the system, please download our Online Recruitment Guide- Applying for Vacancies (for candidates)

The selection process

All applications will be considered by using the essential and desirable criteria contained in the person specification and by assessing application forms against these criteria. These assessments are complete by the recruiting panel and decisions input to the online recruitment system.

All job applicants will be asked the same equality monitoring information. This information is not shared with recruitment panels and forms no part of the shortlisting or interview process. It should also be noted that the University asks disabled candidates to identify themselves only to ensure that any appropriate adjustment or arrangements can be offered to enable such candidates to compete on an equal basis in the recruitment process.

HR will provide support and advice to the recruiting manager in providing any reasonable adjustments to enable candidates to fully participate in the recruitment process. Positive discrimination (e.g. giving applicants from disadvantaged or under-represented groups preferential treatment in the recruitment process regardless of their ability to do the job) is unlawful. Therefore, the University would not offer a job to a woman or someone from an ethnic background purely to improve the University’s gender or ethnicity balance.
Each candidate is considered on their merit against the job description and person specification.

Attending for interview

Interview dates for all vacancies are published with the job advert on our online recruitment system. If you are selected for interview, you will receive an email containing details of the selection process to be used at interview.

We are not usually able to re-arrange an interview date for a candidate who is not available on the day.

Once the selection process has taken place, the selection panel will make a decision as quickly as possible and will contact the successful candidate to offer them the position.

If the role is an academic, research or senior support role, references will be taken up at the application consideration stage and no offer of employment will be made prior to receiving candidate references. If the role is for a junior support role, the offer of employment will be made subject to satisfactory references and these will be taken up once the conditional offer has been made. Usually two references will be taken up, but references must cover the last three years of employment so it may be necessary to provide more.

Testimonials or open references will not be accepted. One referee must be your current or most recent employer as they must have direct knowledge of your work and have been in a position of seniority to you. If you do not have a recent employer, references in relation to unpaid employment may be suitable. School leavers/graduates may wish to give details of lecturers or tutors as appropriate.

Details provided on the Recruitment and Staff Monitoring form will not be made available to staff comprising the selection panels and are used only for monitoring the University's Equal Opportunities Policy.

Claiming interview expenses

If you wish to claim expenses for your interview, you must return your completed form, with receipts, as soon as possible following your interview, to the School or Department who interviewed you.

Proving your Right to Work

The University has a duty to prevent illegal working by carrying out appropriate document checks to confirm that all applicants have the right to work in the UK. You must supply any requested original documents when requested the University.

To find out more information and ensure you are able to comply with current regulations, visit our wepage Applying for a Visa - Guidance for Non-EEA Applicants Working at and Visiting the University of Portsmouth