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COVID-19 (Coronavirus info)

Information and guidance for public, NHSGGC staff, and community-based services.  Hospital visiting restrictions now in place.

Step 1 Identifying and Creating a Vacancy

It is important that we ensure we maximise our opportunity to attract and recruit the very best candidates available in the market place

Your vacancy will be advertised on receipt of the following:

  • Approved NHSGGC Vacancy Request Form
  • Job Description (.DOC or .DOCX format)
  • Person Specification (not required for Medical Posts)
  • Pre-Employment Occupational Health Assessment Form
  • The Recruitment Advert (including closing date and any specified instructions e.g. date of interviews )  
  • Any other documents to be included in the Candidate Information Pack 

Submit your documentation to [email protected]

For Medical Posts, documentation should be returned to [email protected] 

On receipt of your vacancy request one of our Recruitment Team will contact you to start the process

A fully completed and approved Vacancy Request form

Prior to submitting your Vacancy Request Form to the Recruitment Service, the Hiring Manager must obtain approval to Recruit.  This will normally be agreed via their Line Manager/Head of Service/Director/Chief of Medicine.

Local Vacancy Approval Arrangements

Local Vacancy Approval/Authorisations processes/arrangements may exist in different services e.g. General Manager, Head of Service/Sector/Directorate Directors/Chief Officers/Chiefs of Medicine may wish to approve the post first – find out what is in place for your service/department otherwise this could delay getting the recruitment process started.

Template Job Description and Person Specification

The Job Description is important as it describes the objective and purpose of the job in a clear manner but also outlines the key tasks and duties of the post. It provides detail to the job applicant so they know what the job involves and what they would be doing and where the job sits in the organisational structure of the department or service.

The Person Specification (not required for medical posts) details what knowledge and skills, personal qualities and additional requirements that are required to do the job and to what standard. When compiling the job specification the hiring manager should specify which aspects of the criteria are essential or desirable. This will help at the shortlisting and interview stage of the recruitment process as it will be one of the tools that is used to support which candidates are selected.

The Hiring Manager must ensure that the Job Description is in the correct format, is up to date and reflective of the needs of the service/department, that the criteria for selection are objective, measurable, job related, clearly defined and justifiable . Person Specifications must be drawn up using the template and guidance provided.

A Pre-Employment Occupational Health Assessment Form is issued to the preferred candidate with their conditional offer of employment.  

The Occupational Health Team will make a determination of the employee's fitness for the role or identify any reasonable adjustments required to support the employee in the role.

Click the links below for more information on the following

Last Updated: 09 March 2022