Our employees are our most important asset.
We value the skills and knowledge you bring to Aberdeen City Council every day and we want you to be able to develop your career – right here at the council.
Our new focus on internal recruitment will help you achieve this.
As vacancies and opportunities occur, we will look at more than just the qualifications, skills and experience required to do a job. We are also interested in a person’s potential and ‘fit’ to a role and where there are any gaps and how these could be developed on the job to meet the needs of the role. It’s the perfect opportunity for you to develop your career. This is where the re.cr.uit scheme comes in.
The re.cr.uit scheme in a nutshell
There is a new way to keep informed of current Internal vacancies!
Click here for access to MyJobScotland where you will be able to view all internal vacancies. When you visit MyJobScotland you can set up an account (if you do not already have one) and apply for the vacancy in which you are interested. You can then save these application details for future use. This will provide a quicker method for updating your application and applying for roles.
PRIORITY STATUS
When completing your application form, you will also be asked to note your priority status. The reason we ask this is so that recruiting managers can consider applicants in the right priority order. If you are not sure about your priority status, please contact talent@aberdeencity.gov.uk. However, you may be able to determine this yourself using the definitions below:
- Priority 1 – employees currently on redeployment. This means they no longer have or are no longer able to undertake a substantive role in the organisation either through displacement or on medical grounds. The reason for redeployment does not affect their priority status. Recruiting managers will consider any employees from this category first and must complete the selection processes for this category before they consider any employees from priority category 2.
Please click here for details of our redeployment procedure in addition to re.cr.uit.
- Priority 2 – employees who are at risk of being displaced due to service restructure or redesign. To classify as priority 2, an employee must have been formally advised that it is proposed their role will be disestablished or that they are subject to a competitive selection exercise in accordance with the Displacement Assessment Process where there is a reduction in posts or, via job matching, where there is a possibility of not being matched to a new or amalgamated role. This reduction needs to be definite and therefore all business case approval and consultation processes should have been concluded beforehand. This category also includes any modern apprentices within 3 months of the end date of their apprenticeship and who are applying for a role relevant to their apprenticeship. Recruiting managers will not consider any employees from this category until they have confirmed that there are no suitable employees from priority category 1. Recruiting managers must complete the selection processes for this category before they see any employees from priority category 3.
Priority 2 is not applicable where, as part of the Aberdeen City Health and Social Care Partnership, employees from both Aberdeen City Council and NHS Grampian have equal rights to apply for the vacancy. In these instances, anyone at Priority 2 would be considered at the same time and with as much weighting as Priority 3 employees.
- Priority 3 – employees including those looking for a career-change, those seeking promoted posts and those seeking other opportunities. Recruiting managers will not consider any employees from this category until they have confirmed that there are no suitable employees from priority categories 1 and 2.
- Priority 4 – relief / casual workers and agency workers working with the council; employees of arm’s length or partner organisations. Recruiting managers will not consider any priority 4 individuals until they have confirmed that there are no suitable employees from priority categories 1, 2 and 3.
Recruiting Manager Information
If you are a recruiting manager, there are a few key things for you to know:
- You will need to request to fill any vacancy via the Managing Vacancies page
- Once approved, your vacancy will be advertised on My Job Scotland
- It is your responsibility to ensure any relevant teams and groups of staff are aware of your vacancy – especially if they are workers in the Council who less frequently use the intranet.
- You will be shortlisting applicants but this must be in priority group order and employee ‘fit’ should be seen as equally as important as technical knowledge and experience.
It is important that you familiarise yourself with the guidance. You also need to make sure that at least one person on your panel has completed the recruitment and selection training. If this is not the case, please contact talent@aberdeencity.gov.uk
WHY IS ‘FIT’ IMPORTANT?
As a manager, you will want the best person to fill your vacancy. We also want to make sure that this happens for you. But who is the best person for your job?
Historically, we would have mainly focused on the person with the longest service or the person who has the most qualifications. We are trying to shift our mindset away from this and to a more ’employee fit’ model.
There are numerous theories that surround ’employee fit’ and essentially, what they all say is that where certain aspects all align between an individual and the job they do, the more chance you have of having success in the role. Success could look like – better performance, higher engagement, higher productivity, less absence, better team relationships and better customer service.
I HAVE MY NEW START – WHAT NEXT?
Congratulations on your new employee! Your employee will now have any required pre-employment checks and then the HR Service Centre will advise you when you can go ahead and start to agree a start date between you, the employee and their substantive line manager. There are two main things to note now:
1. The employee will have a trial period of at least 4 weeks. This trial period is intended to be supportive to both the employee and the new manager. For the employee, a trial period will allow them to explore whether the role is for them, particularly in cases where it is a complete career change. With the security of being able to return to a substantive role, employees can try out a new role to see if it is the correct career move without risk. For managers, the trial allows the employee to have an initial ‘settling in’ period to the new role and gives assurance that the employee is a good fit for the role and for the team.
2. You will need to develop an introduction and development plan for the new employee. This plan will normally cover an employee’s first 12 weeks in the new role. The purpose of the Introduction and Development Plan is to hold a record of all the development areas identified to enable an employee to be able to fully undertake all aspects of the new role and progress against these development areas.
All the information you need about the trial period and the introduction plan can be found in the recruitment and selection guidance. A template plan is also provided below.
You can also email the Talent Team with any questions you have.
Click here to view the re.cr.uit Privacy Notice.
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