Please firstly make sure the role and salary are approved in the headcount and budget by HR and Finance (particularly if it is a new role rather than replacing a leaver).

Then you will need to prepare a Candidate Pack (not necessary for internal only adverts), Advert Copy and Role Profile, which we will need you to share with us on your requisition form.

Once you have these, you can fill in the requisition form - please follow the how to guide we have created for this. 

If you are unsure of the up-to-date salary that is benchmarked and budgeted for your vacancy, please contact your HRBP or the HRMailbox. 

The most important part of a requisition is the salary - this must be accurate for auditing reasons, so it could delay your role being approved if you've not checked it's correct.

Additionally, if your requisition is approved at one salary and then you end up being able to offer a higher one later in the process, you will need to provide written evidence of this salary increase approval.

Your head of department should have this information, but if not then you should speak with either your HRBP or email the HR Mailbox

Role levels/bands within Anthony Nolan are not necessarily defined by the salary.

Please refer to the staff handbook section on this to read about the different bands. If you are still unclear on where your role should sit, please discuss with your HRBP.

We recommend external adverts are open for applications for at least 2 weeks to give candidates time to apply.

For internal only adverts, you can open them up for as little as a week if you are proactive in sharing the opportunity with relevant internal teams.

We will never close an advert BEFORE the originally published closing date, but we can extend the closing date if needed.

Not unless one of the approvers rejects it, then you will be able to edit and resubmit. 

Please double check your requisition form is filled in correctly before you submit it to avoid any delays.

If you can't see the + button on the top right of the Jobs tab, then you may not have the right permissions enabled on your account yet. Please contact recruitment and we can quickly change this for you. 

The recruitment team will set up the job advert for you using the information and files you provided in the requisition form. If we have any queries or edits, we will contact you.

Before we publish the advert, we will send you a preview link so that you can give final sign off.

Please be patient - we can get adverts set up relatively quickly if you have supplied the candidate pack and advert copy in advance, but may need to check a few details before publishing, and we may have other competing priorities.

We must ensure that all colleagues are given the opportunity to apply for vacancies across Anthony Nolan. 

Our current policy is that all roles should be advertised internally for at least a week before any decisions are made, and all applicants be properly benchmarked and considered.

You will need to submit a requisition for your role and allow the usual process to run through before making any offers or decisions. You can conduct interviews on a rolling basis before the role has closed if needed, so that if nobody else applies, you are ready to offer ASAP.

Clearly a recruitment process should be fair and consistent for all candidates, so the selection criteria, questions asked and the format of the interview should be the same across your vacancy, no matter if the candidates are internal or external. 

Where you should be more sensitive with internal candidates, is when it comes to rejections. We don't usually offer feedback if a candidate wasn't shortlisted, but please consider offering some reasoning to internal candidates who weren't selected for interview. 

Whether they were invited to interview or not, if an unsuccessful internal candidate is in your team, you should have a conversation with them around their development and how you can support that so that they might be successful next time. 

If they are not in your team, still have a conversation to ensure they understand why they weren't selected, and suggest they speak with their own line manager about ways to develop their career at Anthony Nolan. Don't speak with their line manager without their consent, as they may not have told them that they were applying to roles in other teams.

Please make sure to run this past the recruitment team before you engage with any agencies. We will help you to assess whether an agency is necessary straight away, and then if there is budget to go down this route.

If we decide to engage an agency, we will need to ensure appropriate terms are agreed before any work commences.

Once rejected, candidates will disappear from your job's default view. To access those candidate's details again, you just need to select the filter button top right of the job view (three horizontal lines in shape of a funnel), and switch the filter from "Active" to "Rejected".

The recruitment team will send these out for you once you have completed shortlisting and provided the following info:

• Dates and time slots for interviews
• Length of interviews
• Members of the panel
• Any tasks/presentations candidates are expected to prepare
• Location (if not over Teams)

Please take a look at the how to guide for interviews and beyond for further guidance.

 Please send your questions across to the Recruitment team and we will get these uploaded as an interview kit for you. Only admins are able to do this.

Once uploaded, you will be able to type your notes up (in real-time during the interview if you wish) for each candidate under the "interviews" tab on their candidate card. 

Greats news! First of all, you should call the successful candidate to verbally offer them the role. You can find their mobile number on their Teamtailor profile.

Please make a note on their profile to say you have spoken with them to offer.

Allow them a day or so to consider the offer if needed, and ensure they are aware of the salary and terms of the contract.

Once they have come back to accept the offer, you can move the candidate to the "Offer" tab in the job in Teamtailor. Please then add a note to the candidate's profile to confirm they've accepted and confirm the salary, contract length (if FTC) and the start date (if yet agreed).

The HR Ops team will set up the offer letter and T&Cs and contact the candidate directly to start the onboarding process. If you have further queries about the onboarding, please email HRMailbox@anthonynolan.org 

 Yes! Once the referee has filled out our reference template, this will be viewable within Teamtailor.

Go to the candidate's card, and scroll down to the very bottom of the left hand side of the window to the Recommendations section. Here you will see the names of referees, and if they have completed the reference there will be a button saying "View reference".

Sometimes referees don't wish to use our template, and will email a different format of reference to HR - we will make sure to share this with you. 

Please email the HRMailbox if you want an update on progress with onboarding. 

You could also check the candidate's profile in Teamtailor to see which colleague has contacted them about their contract, and contact that colleague directly if you need a rapid answer.

This depends on a number of factors:

1) Their notice period and availability, which you should have asked about during the recruitment process

2) How quickly they fill out their forms and sign their contract

3) How quickly their referees come back - this can take time, but we don't always need all of the references before the employee commences the role - please speak with the onboarding team if you have concerns

4) How quickly IT can get the candidate's accounts and tech set up - you will need to fill out and send a New Starter Form to the New Starter mail group

If you require a quick turnaround, please let HR and IT know so that things can be expedited (if possible).