No. There will be no changes to the current process for qualification checks, which will continue to be managed by the relevant business area. As checks can be requested at interview stage, no delays to the offer process are anticipated.
There will be no changes to the process for undertaking qualification checks. These will continue to be completed by the relevant business area for all successful candidates and should be requested at the interview stage.
Recruitment decisions will not be based on a candidate鈥檚 right-to-work status. Recruitment coordinators will work closely with hiring managers to ensure job adverts clearly state whether sponsorship is available.
No. Right to work checks are being centralised, with the exception of VAM and Visitor and Honorary engagements. The People Services Team will undertake right-to-work checks / obtain the required documentation, initiating the appropriate check, using Home Office Share Code checks, Trust ID, or verification of a UK or Irish passport, as applicable.
No. All Right to Work checks will only be completed for successful candidates and will be handled centrally by the People Services team.
In person checks will be remain available for UK and Irish nationals, if they are ineligible to complete a check through our Identity Service Provider (IDSP) called Trust ID or opt not to use the service. The default and preferred option for all candidates will be a check through our IDSP.
The university uses a third-party Identity Service Provider (IDSP) called Trust ID which incurs a charge for each check completed. These charges will be absorbed by the People Team.
Recruitment decisions should not be based solely on Right to Work status. Recruitment coordinators and the Immigration Team will work more closely with hiring managers to ensure adverts clearly state sponsorship options and requirements.
No. Right to work checks are being centralised and will be undertaken by the People Services Team and with the exception of VAM and Visitor and Honorary engagements, where the business areas will still undertake the right to work checks for individuals engaged via those routes.
Recruitment & Offers
All offer letters will be issued centrally by the People Services Team . The turnaround time from receipt of approved offer request is expected to be 3 / 4 working days.
No. Department Led offer letters have been withdrawn from 1 June 2026. All offer letters will be issued by the People Services Team. Using approved templates to reflect the terms and conditions relating to the role and offer.
Yes. Automated communications will be sent at screening, shortlisting and interview stages. Managers will still provide personalised interview feedback where appropriate.
Yes. Offer letters can still be issued subject to references, DBS and Right to Work checks being completed.
Yes. Hiring managers will receive automated notifications when offer letters are issued and accepted.
The SuccessFactors recruitment module includes standard functionality for candidates to complete an application form and submit supporting documents. We will continue to review and enhance this functionality as part of our ongoing improvements to SuccessFactors.
Yes. Hiring managers can add additional reviewers or recruitment administrators so that multiple staff can access applications and participate in shortlisting.
Yes. Reports can be generated and downloaded for panel-based or offline shortlisting.
Yes. The system supports reviewing applications while adverts remain open. However, minimum advert periods and updated guidance will be introduced to ensure fairness and transparency.
The Recruitment Team will continue to verify redeployment status and provide confirmed redeployee information to hiring managers. A simplified redeployment process is also being developed.
Yes. Delegation remains available in SuccessFactors. The Recruitment Coordinators or People Services Team can also support where workflows need redirecting.
Yes. SuccessFactors uses role-based permissions to control what users can see and do within the system. This means hiring managers will only be able to access the recruitment information and actions that are relevant to their role in the process.
Further detail on the specific permissions and activities available to hiring managers will be shared as part of the guidance and training materials before launch.
Line managers, Departmental Administrators and Local HR teams (where applicable) will be able to input and amend information depending on their assigned permissions.
Yes. If someone is on leave or unavailable, another colleague can be given appropriate access to help progress the recruitment workflow.
This will usually need to be supported by the Recruitment Coordinator, who can update the relevant recruitment roles in SuccessFactors and provide support where required to keep the process moving.
Yes. Permissions in the SuccessFactors enhancements have been carefully reviewed. Contractual changes will follow an approval workflow to ensure appropriate amendments are made. This will improve control and visibility across the employee lifecycle. Further information will be provided on role permissions and associated actions.
Yes. SuccessFactors forms are designed to be more intuitive and will adapt depending on the type of request being submitted.
Historical requests from before go-live will not be visible, but new requisitions created in SuccessFactors will remain accessible for future reference.
Yes. Existing SuccessFactors functionality around future-dated changes will remain the same.
Initial onboarding functionality will focus on University-level onboarding activities only. Department-specific onboarding will continue to be delivered by the hiring department.
