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  1. Application & Selection Process
About City

Application and Selection Process

Application

Opportunities to work at City are advertised on this website and can be accessed through the current vacancies section. Here you can enter your selection criteria and view any current job opportunities that we have which match the criteria you have entered. Each job listed will provide more information about the role on offer and will contain links that will allow you to make an on line application to us.

All applicants are required to complete an application form. The form is designed to capture information such as your working history, relevant experience and qualifications and gives you an opportunity to provide a statement which outlines why you feel you are suitable for the role applied for. Applicants for academic and research positions are also required to provide additional information that demonstrates your teaching and / or research experience.

Each application will take in the region of 30 minutes to complete but can be saved and revisited so does not have to be completed in one session. Before submitting your application, please make sure that you have read the job description and have demonstrated how you meet the listed criteria for the post. Your application will be assessed according to how well you meet the knowledge, skills and attributes required.

All job opportunities will show a closing date for applications to be submitted by. Once this date has passed, the role will close and no further applications will be accepted. Following this date the shortlist and selection process will commence. All candidates will be notified of the outcome of their application once a decision has been made. If you are invited to attend an interview you will be notified by email and will be able to view information and book yourself into an available interview slot online.

Shortlisting and Selection

Shortlisting will take place once the advertised closing date has passed and is based on the submitted application which is measured against the requirements specified in the selection criteria. The shortlist panel will focus on the skills, abilities and potential of each candidate and the criteria is applied uniformly to each application. A record of the process is kept which indicates which criteria applicants met or failed to meet. Where more applicants have met the criteria than can be interviewed, applicants are placed in rank order and the shortlist drawn up on the basis of this ranking.

The selection methods used to assess shortlisted candidates will vary for each position advertised and the exact method is only determined when the shortlist has been established. At this point all shortlisted candidates will be informed of the exact method of selection.

For all positions an interview will usually take place to assess the skills, experience and competence of each candidate. The interview is also a forum through which each candidate can obtain information about City and the advertised position. In addition to an interview other selection methods may also be used to assess a candidate's ability against the set criteria more accurately.

Asking candidates to deliver a short presentation or lecture can be a valuable way of helping to assess suitability for academic and research appointments. This method is useful for assessing research experience and potential and whether research interests align with those of the University. It also enables candidates' lecturing and communication skills to be assessed, including their abilities to respond to questioning.

For professional and support roles it is more common to conduct exercises to assess a candidates ability to carry out tasks similar to the ones they would undertake in the advertised role such as drafting communications or suggesting the action that should be taken for various work based scenarios. Presentations are also used in some cases and are a good method of assessing oral communication skills that require the post-holder to interact with or present information to groups of people.

Other selection methods that can be used to assess candidates include psychometric testing and assessment centres, which are useful when recruiting to specialist positions or senior roles.

Equal Opportunities

City, University of London is committed to creating a culture in which diversity and equality of opportunity are promoted actively and in which unlawful discrimination is not tolerated. City is also committed to building and maintaining an environment which values the diversity of its students, employees and all its community.

In order to monitor the operation of our recruitment process we collect information from all job applicants and employees on the key characteristics which relate to equal opportunity in employment. The aim is to ensure that no direct or indirect discrimination occurs on the grounds of gender, colour, race, age, marital status or disability.

The University recently implemented a revised Equality, Diversity and inclusion Policy, which aims to make the best use of University resources by ensuring an integrated action for equality and diversity and demonstrate how our commitment to promote equality and diversity is linked to the business of the University and strategic vision and goals.

To ensure that equality and diversity is delivered to all stakeholders, the University is establishing a system through which University functions and policies include an equality impact assessment report. To assist Schools and Professional Services in assessing the impact of their policies, procedures and practices, Step-by-Step Equality Impact Assessment Guidance has been developed.

Disability Confident Scheme

Creating a culture and environment in which our staff feel comfortable to disclose a disability is important to City, University of London. We are proud to be a member of the Disability Confident Scheme, which was launched in July 2016 and replaced the previous Two Ticks Symbol scheme.

The Disability Confident Scheme recognise employers who are committed to supporting applications from candidates with a disability of long term health condition. As part of City's ongoing commitment to diversity and equality we have committed to:

  • Interview all disabled applicants who meet the essential criteria for a job vacancy and to consider them on their abilities
  • Discuss with disabled employees, at any time but at least once a year, what both they and their manager can do to make sure they can develop and use their abilities
  • Make every effort when employees become disabled to ensure they stay in employment
  • Take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
  • Review these commitments annually to assess what has been achieved, plan ways to improve and let employees  know about progress and future plans

If you are disabled and would like to be considered under the guaranteed interview scheme, please select YES when prompted as you complete your application.

Information for International Applicants

City, University of London is one of the most popular destinations in the UK for international students who come from over 150 different countries and create a cosmopolitan and lively learning environment for education and research. Our location in the centre of London and the international focus of our courses makes City a natural choice for international applicants looking to come and work in the UK.

Although the application process is the same for all candidates regardless of whether they are based within the UK or internationally we recognise that it may be difficult for some candidates to travel to the UK to take part in our selection processes. To help overcome this we are able to offer alternative methods such as video interviews that enable international applicants to take part but do not compromise the rigorous selection standards that we have in place.

To ensure that only those with the right skills or the right contribution will be able to come to the UK to work, the UK government have introduced a point based immigration system. If you are a national from a country that is not part of the European Economic Area and do not already have the right to work in the UK you will need the permission of the UK Border Agency before you can commence an appointment at City, University of London.

Should you be selected as the preferred candidate for a role at City, you will need to pass a points-based assessment. If the assessment is passed we will apply for a certificate of sponsorship which will allow you to gain permission from the UK Border Agency to take up the role you have been offered. More details on the points-based assessment and the immigration criteria can be found on the Home Office website.

Information for Researchers

At City we believe that education of the highest quality is provided by academic staff who are passionate about their subject, engage with it through high quality research and enterprise and bring the excitement and up-to-date experience of that engagement back to our students.

We therefore seek to attract and develop the most promising and outstanding researchers to both academic and research positions. We aim to provide high quality services and support to enable our researchers - whether staff or students - in turn to carry out high quality research and enterprise.

Further information can be found on our Research pages.