Our Recruitment Process

This page will help you to navigate the recruitment process for an advertised vacancy with the University of Warwick.

The University of Warwick embeds its values within the recruitment process to ensure a positive candidate experience. Furthermore, we also have three Recruitment & Selection Principles: Fairness, Excellence and Transparency. These act as anchoring standards which establish a clear and explicit framework that ensures recruitment and selection practices at the University of Warwick are aligned with sector best practice.

We sincerely thank you for your interest in joining our institution and look forward to receiving your application.

Stage 1: Getting Started

Finding A Role

To search for a role fitting your preferences, please use our search bar, where you can also define conditions such as Department, Salary Range and Contract Type.

If you press ‘Search Jobs’ without any Keyword written, you will see all the University’s current opportunities.

If you are interested in being notified for future vacancies, you can set up Search Alerts using our portal.

Understanding A Role

Once you have found a role that interests you, we recommend thoroughly reading its page, including its contract details (contract type, working hours, salary range) and the relevant Job Description, so that you can decide if this would be the ideal role for you. Please feel free to also research the department and looking at our Benefits and Values pages to help you decide if you would like to progress with an application.

If you have any queries about the role, you can reach out to the contact listed within the role’s page.

Stage 2: Applying

Applications must be made via the University’s portal prior to the closing date listed. To begin your application, click on “Apply now”.

A well-written CV and cover letter will effectively demonstrate how you in particular meet the person specification of the role you are applying for.

Your CV should display your experience and skills in a clear and concise manner. We would recommend tailoring your CV to the particulars of the opportunity. You should also ensure that the information include is up-to-date.

Cover Letter

To create an effective cover letter, make sure that you have read and understood the role and the person specification. You can find the latter within the Job Description, which includes both essential and desirable criteria.

Your cover letter should always detail how you meet each of the essential criteria found in the job description document (desirable criteria too, if applicable).

For those roles based in professional services or where adverts do not specify how the department wishes a cover letter to be set out, we recommend using criteria as headers and explaining below how you meet them by citing examples.

Please note this format guidance is not suitable for academic applications. If you are applying for academic roles e.g. Professor, Teaching Fellow, Research Fellow you should refer to the ‘How to Apply’ section of the advertisement.

Screening Questions

You may be asked screening questions relating to the person specification and other details relevant to the role itself.

You may also be asked to provide other information relevant to the role, including Professional Memberships.

After submitting your application, you will get an acknowledgement that your application has been received. You will be able to alter any information included in your application or withdraw it up to the closing date. If you would like to make any changes after the closing date, please contact us at workwithus@warwick.ac.uk.

You should also ensure that you have downloaded a copy of the Job Description, as you may lose access to it after the role closes. This copy will help you prepare for a potential interview at a later point by outlining the role’s responsibilities and required skills.

Stage 3: Application Review

At this stage, a shortlisting panel will review your application. All shortlisting decisions are based on directly weighing your application to the Person Specification Criteria included in the Job Description.

Please allow up to 10 working days after the advert has closed for an update on your application. You will receive an update via email and through your application centre.

Once the shortlisting panel has convened, you will be notified of your outcome and of any following actions.

Telephone Conversations

You may be asked to hold a brief informal telephone conversation with the recruiting manager. This discussion would work to clarify certain queries regarding your application.

Stage 4: Selection Events

You will receive details surrounding your interview via an email invitation, including date, time, location and format of interview. The interview panel will be led by a Panel Chair, who will ensure the interviewing process is well-managed, inclusive, and compliant with policy.

Competency-based interview

In a competency-based interview, you will be asked a series of questions relating to your experience and skills. These questions will be based on the person specification included in the Job Description. To best prepare for this, you should consider possible questions and practice using the STAR Method for formatting potential answers.

The STAR Method is a format of structuring answers in a way that you can use relevant examples of experience for how you have demonstrated the criteria required.

-Situation: the situation in question

-Task: the task you were given to do

-Action: the action you took

-Result: the result of your action and what lessons you took from the experience

Furthermore, you should consider researching the University and relevant department, as well as preparing questions you would like to ask the interviewing panel about the position.

Selection Exercise

You may be asked to perform an exercise to simulate realistic work conditions to evaluate your potential performance within the role. This could include, for example, a list of tasks that you will have to prioritise in order of most urgent to least urgent.

Presentation

You may be asked to craft a presentation where you will showcase your pool of knowledge related the role. If this is required, you will be given a prompt and time limit where you will present an engaging and thorough piece. You should practice in advance to ensure that can deliver this confidently and within the time limit provided.

If you require any reasonable adjustments to the interview, please let the recruiting manager know in advance, so that they can help adapt the process for you to perform at your best.

Stage 5: Post Selection Events

If you are found unsuccessful, you will receive constructive feedback to improve any future interviews.

If you are found successful, you will receive communications from the recruiting department to confirm the final details of the offer. Once you have confirmed that you would like to move ahead, you will receive an email linking you to your formal written offer letter. You can then sign this online to finalise the offer process.

Stage 6: Pre-Employment Checks

After signing your offer letter, the People Team will reach out to you with any necessary pre-employment checks after this point. This includes:

-Right-to-work Check

-References

-Qualifications

This may also include the following checks:

-DBS Check: A background check for roles involving contact with children or vulnerable adults. Roles that require DBS or other security checks will state as much within the advert itself.

-Occupational Health Assessments: Most roles will not require this, however those with hazards (e.g. handling hazardous substances, food preparation, manual handling) may required them.