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Each year more than 4,000 choose NUI Galway as their University of choice. Find out what life at NUI Galway is all about here.
About NUI Galway
About NUI Galway
Since 1845, NUI Galway has been sharing the highest quality teaching and research with Ireland and the world. Find out what makes our University so special – from our distinguished history to the latest news and campus developments.
Colleges & Schools
Colleges & Schools
NUI Galway has earned international recognition as a research-led university with a commitment to top quality teaching across a range of key areas of expertise.
- Research & Innovation
- Business & Industry
Alumni, Friends & Supporters
Alumni, Friends & Supporters
There are over 90,000 NUI Galway graduates Worldwide, connect with us and tap into the online community.
At NUI Galway, we believe that the best learning takes place when you apply what you learn in a real world context. That's why many of our courses include work placements or community projects.
Interview and Selection
The following section outlines the processes involved in securing the most appropriate candidate for the position available. Guidelines on the composition and role of interview boards are also detailed. Finally, links to policies governing the selection and appointment of candidates are provided for those seeking more comprehensive information, as well as details on the agreed Recruitment Timelines.
The decision as to who should or should not be appointed is both significant and difficult and must be taken within the framework of a robust selection procedure.
In the case of Academic posts the University has developed a Competency Framework for Academic Roles to assist achieving this aim, providing a systematic and objective method of assessing and selecting people. It is the duty of those involved in the recruitment and selection of candidates to ensure that the appropriate competencies are applied and that the University's commitment to selection on merit is seen to be clear and unambiguous. Following these principles should ensure that this commitment is translated into action.
The Human Resources Office will ensure that all staff have access to appropriate training. Courses will be held on a regular basis. In addition a cadre of trained individuals will be available to act as chairpersons on recruitment panels. Further information on the composition of the boards, role of board members , preparation prior to interview and selection techniques is available in our Recruitment and Selection policy. Please contact your HR Business Partner for further details.
Each Assessment Board member is charged with the personal responsibility of ensuring that candidates are selected on the basis of job-related requirements as set out in the Job Description and that decisions are clearly recorded. All assessors are to be involved in the shortlisting process; the co-ordinating assessor consults with the external assessors to ascertain their views on the applicants to be shortlisted; these views to be conveyed by him/her to a meeting of the internal assessors; and the internal assessors finalise the list having taken into account the views of the external assessors.
In all cases shortlisting candidates involves applying job-related criteria and care must be taken to ensure that no extraneous variables are introduced which may indirectly discriminate against one section(s) of the community.
Shortlisting carried out in this systematic and objective fashion ensures that those candidates who most clearly meet the requirements for the job will be brought forward for interview.
This shortlisting stage should not only ensure that the merit principle is paramount but it also provides a clear record of the process.
2. The Interview Process
The purpose of the interview is to identify candidates, having regard to all the evidence, who best meet the objective criteria and competencies required for the position and to place the candidates in order of merit on the basis of their perceived contribution to the University.
The interview process for Academic posts in NUI Galway is highly structured and follows a competency-based format. This means that the interview is conducted by an Assessment Board, and a standardised and consistent process for all candidates is followed.
As part of the interview process, NUI Galway has developed detailed guidelines for board members when interviewing candidates for the various academic roles within the University.
The primary aim of the selection interview, from the point of view of the interviewer, is to determine if the candidate is competent to do the job. Interviews should be used to assess how well the individual performs against the specific competencies.
- Competencies Senior Lecturer Posts
- Competency Lecturer Post
- Competency Framework for Academic Roles
- Competencies Professor Roles
The Human Resources Office will offer the post to the appropriate candidate once the appointment has been approved by the relevant university authorities. An offer of employment is subject to work authorisation.
4. Pre Employment Health Assessment
NUI Galway requires all successful candidates for positions to complete a pre-employment medical questionnaire which will be issued by the Universitys Occupational Health Physician. This assessment will be evaluated by the University’s Occupational Health Physician prior to appointing the candidate to the University. All appointments are subject to satisfactory medical assessment.
5. Retention of records
Please refer to the following website NUI Galway Data Protection for the HR Office’s personnel records retention schedule and the University’s policy on Data Protection Policy.
6. Qualifications Check
Candidates recommended for appointment must produce official evidence of qualifications (original copies only) in order to be appointed.
7. Garda Clearance
For some posts the University will require to obtain a garda clearance in respect of the successful candidate for e.g. If a post involves working with young people or vunerable adults.
8. Work Authorisations
In order to work in Ireland a non-EEA National (unless exempted) must hold a valid Employment Permit.
For up-to-date information on hosting agreements, work permits and green cards, please visit www.djei.ie