Oxford Brookes University aims to attract, recruit and retain the most talented staff across all of our academic and professional services posts, both domestically and internationally.
The Recruitment and Selection Policy provides the overarching policy in relation to Recruitment and Selection.
The Permanent and long term page provides guidance about the process for recruiting Permanent staff and those to be employed for more than 3 months. It covers the steps involved in the preparation for recruitment, advertising and shortlisting, and selection.
The recruitment flow chart provides an overview of the process.
There are also links to the relevant forms.
The temporary and casual staff page includes general guidance in relation to the employment of staff on non permanent/short term contract types including specific information on:
There are also links to the relevant forms and information for making claims.
The Research staff page is designed to provide guidance for staff planning to make a grant application that includes bidding for research staff to support the project.
The Consultants an Self employed page provides guidance on employment status and processes to follow if you wish to employ someone on a self employed basis.
For details on employing new members of staff as an apprentice, please contact your People Directorate Strategic People Partnering teams.
A secondment is an arrangement whereby an employee is temporarily assigned to work for a different part of the University, or in a different role or for a separate organisation. Secondments can offer a number of benefits to both the University and its employees. Secondments can be an effective way of bringing additional experience into a Department or the University and/or building links with other institutions/external organisations to the benefit of all parties involved.
Secondments are a development opportunity but they are not a right and are subject to operational requirements as detailed in the Secondment Policy.
The immigration page provides information about the rules, eligibility requirements, roles and responsibilities, visas and related information.
It is the responsibility of the recruiting manager to carry out right to work checks for all interviewed candidates. Staff across the University may also need to carry out checks for example on casual workers or visitors.
The Right to work page provides all the information you need to know to fulfil this requirement.
See guidance for employing young people when employing people below school leaving age.
There is separate work experience guidance.