Recruitment

vertical

This sub-unit ensures that recruitment is done based on the staffing numbers, skills and needs to meet the university’s objectives. The prospective staff’s skills and qualities required for each particular job are analyzed accordingly. Other responsibilities of the sub-unit include the following:

  • Create Job Positions: appointment and designation (position) are two sides of the same coin which take place concurrently. Therefore, Recruitment Unit compiles staff needs’ list to be considered by Management.

  • Create Job descriptions: upon offering of appointment to a successful applicant, he is subsequently briefed on the University’s expectations from him i.e. job descriptions which are spelt out among others what the officer’s duties are.

  • Analysis of Staff Strength and Need for Staff: the sub-unit liaises with other Units/Departments of the University to come up with existing staff strength and to determine where there is staff need.

  • Declare vacancies: the moment staff needs are ascertained with respect to areas of specialization, the sub-unit then harmonizes then as harvested from Units/Departments for the purpose of advertisement, using all the available media like Print Media and the University Website.

  • Assessment of Applications: all applications are forwarded to the appropriate quarters for review and to make further recommendations.

  • Administration of Selection Tests: job aptitude test especially for the Non-Teaching Staff are carefully prepared and administered to all applicants on a given date before they are subjected to oral test (interview). The aptitude test is usually computer-based in order to assess the IT knowledge of the applicants.

  • Collation and Monitoring Applications: in order to cope with consistentinflux of applications, an officer has been designated to collect, monitor and post applications in the data base for easy accessibility.

  • Approval for Employment: after the conduct of each interview, the unit ensures instant transition of summary interview report for final approval.

  • Processing Letters of Employment: as soon as approval is secured for appointment of successful applicants, letters of appointment are thereafter processed, stating offered position, LU salary structure and date of resumption among other factor.

  • Management of Strategy and Recruitment Policies: the recruitment unit positions itself in alignment with global recruitment standards and requirements. There are rules guiding recruitment of new staff and the conducts of the existing ones, which are spelt out in the staff conditions of service handbook usually made available to all staff at resumption.

  • Receiving new staff/officers: it ensures that newly appointed staff are warmly received. It also confirms processes and assists the where necessary in the following areas:
    • Sighting of original certificates
    • Check resumption plan/severance
    • Check reallocation plan
    • Check accommodation status/plan et cetera

  • Posting to Unit/Department: this unit assists the newly appointed staff in settling down properly. The job description is handed to him/her after which he/she will be directed to his/her Unit/Department. Once the new staff acknowledges receipt of the original copy of his appointment, the signed copy is immediately circulated to the copied offices.

  • Monitoring Staff Welfare: This is essential in the fulfillment of the following objectives:
    • To win over employee's loyalty and increase their morale.
    • To build up stable labour force, to reduce labour turnover and absenteeism.
    • To develop efficiency and productivity among staff.
    • To save oneself from heavy taxes on surplus profits.
    • To earn goodwill and enhance public image.

  • Monitoring Staff Development:
    • Leave Administration: the sub-unit processes all kinds of leave like Casual, Academic, Annual, Maternity and Sick Leaves.
    • Job Appraisal (Confirmation and Promotion): the Unit coordinates job appraisals of the staff of the University which is done once in a year. The job appraisal report is compiled for decision making.
    • Staff Development: the University is passionate about staff development and training. All applications and requests on staff development are processed without delay. This includes training, conferences, workshops, study leave etc.
    • Collate and Plan Training Need: it recommends staff sponsorship for capacity building programmes both locally and internationally.
    • Staff Induction Programme: this is an avenue for familiarizing the newly appointed staff with the culture and expectations of the University. The event is also aimed at giving proper orientation to staff for proper alignment with the University’s Values.

  • Monitor Staff Status: in order to ensure propriety in the process of staff withdrawal or resignation from theUniversity, the following conditions must be met by the officer in charge:
    • Severance entitlement
    • Organize exit interview to hear from the staff reasons for his decision
    • Clearance
    • Managing all electronic records
    • Assigning sequential numbers
    • Keeping of soft copy of the following:

      • the interview panelist
      • Online application
      • Shortlisting
      • Interview score sheet

    • Provide storage, repository and reference services for all officially registered files and documents in its care.