About City
  1. Rector & President
  2. City Information
  3. Education
  4. City & the community
  5. Sustainable City
  6. Working at City
  7. Facts about City
  8. International Partnerships
  1. Application & Selection Process
  2. Shortlisting & Selection
About City

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.