Guidelines for inputting vacancies

Information we need about your organisation:

  • Your organisation's name, full postal address (including postcode), telephone number and email address. All email addresses should have an organisational domain name (i.e. We do not accept emails from webmail account providers (e.g. hotmail, yahoo or gmail). 
  • Details of individual contacts who will manage your CareerHub interactions. Each contact will be asked to create a user name and password.
  • A short description of your organisation.
  • Your company registration or charity commission number as applicable.
  • The number of employees in your organisation and the scope of your operations.

Information we need about your vacancy:

  • Once you have selected 'add vacancy' you will be asked for the vacancy job title, closing date and number of posts available.
  • The hours required i.e. full time or part time.
  • Details of the employment contract - whether it is permanent, fixed-term or temporary. We will only advertise paid opportunities where the salary is to be processed under PAYE.
  • A very short description of the job, usually a sentence or two – this will appear on search lists and RSS feeds, so it should be concise but accurate.
  • A longer description of the vacancy for the advert (usually a paragraph or two is sufficient) including a person specification and the number of hours to be worked. Casual jobs for students must not exceed 15 hours per week during term time. We may advertise vacancies which are for up to 20 hours per week but these vacancies will only be targeted at our postgraduate students.
  • Application instructions, including any appropriate contact details and website links.
  • The location of the job.

Salary requirements:

  • We recommend that you post salary details, so that candidates will have reasonable expectations and can make an informed decision about whether or not to apply.
  • You will be required to disclose details of the salary to us so we can confirm compliance with our salary requirements.
  • Please note we do not advertise positions offered on a commission-only or self-employed basis.
  • Jobs with a commission-related salary structure should include a basic salary, plus an On-Target-Earnings figure.
  • Do not use "depending on experience" or variants as this can be regarded as age discrimination.
  • All salaries for UK vacancies must offer at least the National Living Wage rate of £9.50 per hour. This is regardless of age and for this reason we cannot advertise any positions as paying 'Minimum Wage'. Vacancies in other countries should conform to local employment law.
  • We only accept unpaid or 'expenses only' vacancies from registered charities that meet exemptions from National Minimum Wage legislation.

Style guide:

  • All submissions should be written in a concise and professional manner, using only objective and factual statements and claims.
  • Avoid subjective language e.g. "we are the most amazing company to work for".
  • Avoid using 'internal' language that may not be clear to external candidates.
  • Avoid simply copying and pasting full job descriptions. If you feel the need to include a full job description, include it as an attachment, not as a substitute for an advert.

Avoiding discrimination:

  • Avoid asking for 'x' number of years experience. Salaries should not be advertised as 'dependent on experience'. You may still ask for previous experience in certain roles or tasks, but do not specify how much.
  • Avoid language that might imply someone of a certain age e.g. 'mature', 'young' or 'energetic'. Try to think of non-discriminatory alternatives. 'Junior' should be avoided.
  • When requesting specific qualifications remember to make it clear you will accept 'equivalents'. This is because some qualifications can only be held by people of a particular age or nationality.
  • Avoid gender specific language e.g. 'manageress' or 'waiter' which implies someone of a specific gender.
  • When requesting language skills, do not ask for 'mother tongue' or 'native speakers'. This may discriminate against particular nationalities. Consider the level of fluency required. For most positions 'fluent' language skills are adequate. If a very high standard is required, request 'first language standard' or 'native standard' - but only if this is absolutely necessary for the job.
  • Do not request photographs of applicants. This is a non-standard practice in the UK because it is enables employers to screen easily on grounds of race.

Remember, anyone viewing the advertisement can challenge any requirement and you would have to provide an objective justification.

In limited circumstances, it is lawful to discriminate when being from a particular group is a genuine occupational requirement, but you must give clear reasons for the exemption and quote the relevant legislation in the advert.

If your advert contains any requirements that we believe risk violating employment law we may remove or reword the relevant sentence, without notice.