Skip to content

Application process

Get an overview of our job application, interview and selection process.

woman on laptop

How to apply

We advertise all of our current job vacancies online. You will need to register for our application portal using an email address and password to complete an application.

Please ensure that you complete all of the sections of the online application. Advice will be available to guide you through the form. CVs should only be uploaded after completing the full online application form.

If you are interested in working at NTU, but are unable to find a suitable current vacancy, you can register to receive email alerts.

The Application Process

Assessment and Shortlisting

Following the closing date detailed on the advert, job applicants are shortlisted for assessment based upon how closely they match the requirements of the role.

The University uses a variety of assessment methods that may include online questions as part of the application process. These methods help us to understand if you are a good match for the role and following a successful online assessment your application will proceed to shortlisting.

Following submission of your application, you will be able to logon to our website and track the progress of your application through the recruitment process.


Our interviews measure your abilities and competencies for the role, as well as your overall fit with our working culture. All interviews are conducted by an appropriate panel (usually comprising of two or three individuals) who fully understand the requirements of the role.

We’ll contact you by email if you have been successfully shortlisted for initial assessment / interview, and this will be confirmed on the application portal, where you can track your application status. Interviews are conducted on campus in person or online via MS Teams, determined in advance by the interview panel.

Some of our roles include additional assessment methods, such as a presentation, that will be included in the interview process.

Dependent upon the role and number of applicants, it may be necessary to conduct a second interview.

The successful applicant will be identified by the panel within a few days of the final interview. Any offer of employment made by the University will be subject to the receipt of a satisfactory reference, and proof of eligibility to work in the UK. For roles involving regulated activity with children and/or vulnerable adults, possession of a satisfactory DBS Certificate will also be a condition of employment.

Eligibility to Work

We have a legal responsibility to ensure that only individuals who are entitled to work in the UK are employed by the University.

All offers of employment are subject to proof of eligibility to work in the UK, and successful applicants will be required to produce original documentary evidence before their first day of employment. Individuals who have not provided this evidence will be unable to commence employment until the original documentation is seen by a member of the Human Resources team.

If you don’t currently have the legal right to work in the UK, please see the visa and immigration section below for more information on how you can apply.

Disability and Reasonable Adjustments

As a Disability Confident employer, we commit to having inclusive and accessible recruitment. We offer reasonable adjustment throughout the hiring process and offer interviews to candidates with disabilities, who meet the minimum essential criteria as detailed on the person specification.

If you have a disability, please make this known in your application.

Please contact us if you require documentation in alternative formats (e.g. braille or large print).

Should you be invited for an interview and require reasonable adjustments, please email prior to your interview date.

Visa and Immigration

If you don't already have the legal right to work in the UK, this won’t necessarily be a barrier to employment at the University. Job applications are still welcome from individuals who don’t currently hold the right to work. The University has the ability to sponsor successful applicants to work in the UK, the most common route is through the points-based system, although there are other relevant routes.

All our job adverts have a section at the bottom which details whether a role would be eligible for sponsorship via the Skilled Worker visa route. We recommend that you assess your suitability before applying for this position.

Visit for more information.

Any job application you submit to us will be assessed using criteria based on the knowledge skills and experience required for the relevant post. You will not be treated less favourably than another applicant on the grounds of national origin. However, any offer of employment we make to you will be conditional upon you gaining permission to work in the UK. By law, you will not be able to start working for us until you are able to provide evidence that this permission has been granted.

If you are made an offer of employment with the University and you require sponsorship to work under the Skilled Worker Route, you must first obtain a Certificate of Sponsorship which will be provided from the University.

Any queries on sponsorship and visa eligibility can be sent to our compliance team at

Applicants with Criminal Records

We recognise the contribution that ex-offenders can make as employees and volunteers and welcome applications from them. A person’s criminal record will not, in itself, debar that person from being appointed to this post. Suitable applicants will not be refused posts because of offences which are not relevant to, and do not place them at or make them a risk in, the role for which they are applying. All cases will be examined on an individual basis and will take the following into consideration:

  • Whether the conviction is relevant to the position applied for.
  • The seriousness of any offence revealed.
  • The age of the applicant at the time of the offence(s).
  • The length of time since the offence(s) occurred.
  • Whether the applicant has a pattern of offending behaviour.
  • The circumstances surrounding the offence(s) and the explanation(s) offered by the person concerned.
  • Whether the applicant’s circumstances have changed since the offending behaviour.

In the event that a declaration is made we will contact you for further details. If you wish to disclose your record under separate cover, please email In some circumstances, employment may be subject to a risk assessment. This will be discussed with you once an offer has been made.

It is important that applicants understand that failure to disclose all unspent convictions could result in disciplinary proceedings or dismissal.

Further advice and guidance on disclosing a criminal record can be obtained from Nacro.

How We Use Your Data

Our privacy statements explain what types of personal information will be gathered when you apply for a role with NTU, visit our website(s) or use our digital services, and how this information will be used.

For full details of how we use your data, please read our Privacy Notice(s), which can be found here.

Search our current vacancies.

If you are interested in working at NTU, but are unable to find a suitable current vacancy, you can register to receive email alerts.

Still need help?

Contact Human Resources