1. Policy objective

      The purpose of recruitment is to adopt equitable and effective means for bringing competent employees into the organization. The effective accomplishment of this purpose involves the following:

a. Public announcements of vacancies so that all who is interested may make application.

b. Creation of tests and testing procedures in order to determine the ability of applicants to perform the work in a satisfactory manner.

c. The certification of qualified applicants to fill vacancies


2. Eligibility/compliance requirements

2.1. Recruitment policy for teaching staff

    2.1.1. All recruitment requisition should be based on job needs.

    2.1.2. Equal opportunities for recruitment.

    2.1.3. The candidates should attend an interview with a selection panel.

    2.1.4. The selection panel will be appointed by the Chairperson with the following guideline:

a. For Professor, the panel members are: President/Provost(or his representative, as the Chairperson), VP (Academic), Dean, Department/Centre Head and 1-2 Professor(s) from relevant discipline.

b. For Associate Professor, the panel numbers are: Provost/Vice-President (Academic)/Associate Vice-President (as the Chairperson), Dean, Department/Centre Head and 1-2 Professor(s) /Associate Professor(s) from relevant discipline.

c. For Assistant Professor, the panel numbers are: Dean (as the Chairperson) of the Faculty/School, Department/Centre Head and 1-2 Professor(s) /Associate Professor(s) from relevant discipline.

d. For “Lecturing” category, the panel members are: Dean (as the Chairperson) of the Faculty/School, Department/Centre Head and 1-2 Associate Professors from relevant discipline.

e. For “Academic Support” category, the panel members are: Department/Centre Head (as the Chairperson), 2 Associate/Assistant Professors from relevant discipline.

   2.1.5. Reference checking

   2.1.6. Recommendations from the panels are presented to the HR committee for final approval.


       2.2. Recruitment policy for non-teaching staff

    2.2.1. All recruitment requisition should be based on job needs.

    2.2.2. Equal opportunities for recruitment.

    2.2.3. The candidates should attend an interview with a selection.

    2.2.4. The selection panel will be appointed by the Chairperson with the following guideline:

        a. For Director level, the panel members are: President/Provost, VP/AVP in charge, Director of HRO.

        b. For Senior Officer level to Deputy Director level, the panel members are: Provost/VP/AVP in charge, Chief/Deputy Chief of the unit, Director/Deputy Director and Associate Director of the unit, Director of HRO.

        c. For Officer level or below, the panel members are: Director/Deputy Director and Associate Director of the unit, officer level or above, HR recruitment representative.

    2.2.5. Reference checking

A reference check report of the applicant’s latest job is needed.


3. Process /procedures

3.1. Recruitment request collection

    3.1.1. Fill in position requisition form

This form could be finished by the Unit Head or officer with approval of Unit Head.

    3.1.2. Get approval from management level

           a. For recruiting administrative staff

               Recruitment request for assistant and officer level positions should obtain the approval signature of Unit Head;

               Recruitment request for Unit Head level positions should obtain the approval signature from Provost.

          b. For recruiting teaching staff

               Recruitment request for Academic Support level positions should obtain the approval signature from the Dean of the Faculty/School;

               Recruitment request for Full professor /Associate Professor/Asst. Professor/Lecturer level position should obtain the approval from Provost.

          c. For Postgraduate Programme Staff

               Recruitment request should additionally obtain the approval from Graduate School.

       3.2. Posting of job vacancies

    3.2.1. Most of the Administrative positions will be posted on a Zhuhai based and nation based recruitment websites we have registered.

    3.2.2. Most of the Teaching positions will be posted on a foreign recruitment website

    3.2.3. Senior level admin positions and all the teaching positions will be posted on one or two local newspapers in Hong Kong on a term basis.

       3.3. CV screening and selection

    3.3.1. Appropriate CVs will be sent to Unit Head for shortlisting

    3.3.2. The candidate list for interview will be finalized

       3.4. Interview arrangement

    3.4.1. The HR Office will contact the right candidate for interview

    3.4.2. The interview will be held in one of the meeting rooms or online

       3.5. Appointment decision and notification

    3.5.1. The interview assessment form will be filled in after each interview

    3.5.2. The appointment decision will be made.

4. Form templates

4.1. F/HR-02-01 Position Requisition Form

       4.2. F/HR-02-02 Interview Assessment Form

4.3. F/HR-02-03 UIC application form





The recruitment policy was approved at the Staff Review and Development Committee (SRDC) on 6th May 2008.