- Trusts can keep track of all their school vacancies and ensure budget and operational approval is given before posts are filled.
- Customise and automate your Vacancy Approval Request Form and approval workflow ensuring budget and operational compliance of all your recruitment needs.
- NEW: Multi-Level Vacancy Approval process.
MAT/School Vacancy Approval Process
Vacancy page hosting
- Manage job vacancies directly from within the platform
- Publish open positions at the touch of a button to your Trust/school website
- Candidates can upload a CV to auto populate their profile information to make it easier to apply
- As a MAT, you can choose to link your school to Teaching Vacancies and see which schools are linked.
- Easily create campaigns by uploading and editing documents stored in your library of templates (e.g., job adverts, job descriptions, person specifications, recruitment packs)
Job distribution
- Partnered with Hiring People (multi job board advertiser) to push jobs to a variety of large recruitment advertising sites such as Indeed, Monster, Total Jobs, Guardian, Reed.
- Distribute jobs to Indeed free of charge, and/or receive lower rate advertising for any of the other recruitment sites.
- Jobs can be automatically pushed to the Department for Education Teaching Vacancies website.
- As a MAT, you can choose to link your school to Teaching Vacancies and see which schools are linked.
- Ability to publish a vacancy to your school’s or MAT’s social media (LinkedIn and Twitter).
- Efficient distribution of jobs will help save time but also post jobs more competitively therefore saving money on costly advertising.
Campaign Management
- FACE-Ed makes it easy for candidates to complete a full application form required to meet safer recruitment protocols
- All the applications from the various recruitment advertising sites will be pulled into one database and ordered by campaign, and can be viewed and sorted – ‘reject’, move them to ‘awaiting shortlisting’ etc
- Built in safer recruitment checks help quickly rule out applicants who do not fit your shortlisting criteria, such as those who do not have the direct match qualifications for your open position requirement of your recruitment process.
- Flag gaps in employment, accessibility/disability requirements, declarations of interest, qualification mismatches
- Storing everything in one platform, will help you to feel more organised and be able to keep a good grip on all aspects of compliance.
Shortlisting
- Easily bulk print or email shortlisting packs (with best practice shortlisting guidance)
- FACE-Ed can anonymise applications and remove equal opportunities information from each application helping you to speedily prepare documentation
- Alternatively, you can give your shortlisting panel access to FACE-Ed, and they can then view applications from within the system and directly add their own notes/scores.
Messaging Candidates
- Message candidates quickly and easily. Communicate anything you need, ask questions, and invite applicants to interview.
- Applicants can also message you, helping them to feel more engaged in the recruitment process.
- Keeping messages stored in one place against each application also makes it easy to keep on top of communication.
Interviewing, Taking References and Undertaking Initial Screening
- Moving your applicant to the ‘invite to interview’ stage to quickly start to request references from referees
- Ask your shortlisted applicants to started uploading copies of required documentation before their interview (e.g. ID, Right to Work, Qualifications), meaning that time is saved on the interview date itself
- FACE-Ed will store this information, and should this person be made an offer of employment, transfer this information to the SCR onboarding tracker.
- Prepare interview packs seamlessly by bulk printing or bulk emailing applications to your interview panel. Alternatively, your interview panel can be given access to FACE-Ed to make view applications and make notes in application.
- FACE-Ed flags any issues detected throughout the application process (e.g. Gaps in employment, declarations of interest, qualification mismatches).
- FACE-Ed includes default candidate declarations as part of the application, including agreement for online checks.
SCR Onboarding and Vetting Checks
- Move latest hires to ‘Offer’ and begin the onboarding process
- Pre-upload onboarding pack which may include letters to welcome your new employee and introduce them to your Trust/school, the conditional offer of employment, induction pack, personal details form, bank details form, safeguarding information and pension information etc
- The new employee can fill out all the relevant paperwork to ensure they are ready to go on their first day of employment
- FACE-Ed ensures compliance with your Single Central Register requirements and maintain a track of all the associated vetting checks (e.g., Prohibition, DBS, Overseas Teacher, Online checks etc.)
- In accordance with KCSiE updates, you can now evidence an online search within FACE-Ed and attach any additional documents
- Ability to refer for further exploration and this is printed as part of the interview pack
FACE-Ed integration to SAMpeople
FACE-Ed can integrate with SAMpeople if you are a customer of both. By integrating the software, the onboarding process for a new employee can be a smooth transition. Documents collected in the hiring process within FACE-Ed can be migrated to the employee profile within SAMpeople, saving admin time.
To learn more about SAMpeople, visit the website and book a demo.
