Our recruitment process
If you are looking to apply for one of our positions, then the following information provides a brief overview of everything you need to know.
Recruiting managers review all applications received against the Person Specification for the role. This is why it is important that you provide adequate detail in relation to how you meet this when completing your application.
If you have applied online, you will receive notification when the short listing exercise is completed and the outcome in relation to whether or not your application will be taken through to the next stage of the selection process.
As part of the selection process, you may be invited to attend an assessment centre or be asked to complete online tests.
Assessment Centres are an effective method of assessing the strengths and development needs of candidates. There are several selection tools which may be used during an assessment centre but the main elements include:
- Ability tests measure current ability and future potential for a wide range of skills, for example verbal, numerical reasoning, clerical checking.
- Personality Questionnaires indicate personality or work style preferences.
- Situational Judgement tests give hypothetical situations to determine how an individual would react.
- Group exercises assess group interaction between a number of candidates.
- Presentations assess knowledge, fact finding, presentation and influencing skills.
Should you be invited to complete assessments, your invitation will specify which tests are to be used and further information will be provided to help you to prepare.
When preparing for the interview, you should familiarise yourself with the Job Description and Person Specification for the role.
The Person Specification contains the criteria that will be assessed at interview stage; therefore you should ensure that you have clear examples to demonstrate how you have met these requirements in the past.
You can prepare notes or cue cards to help if think you might need a prompt during the interview but make sure you ask the interviewer if it's acceptable to use these during the interview.
Employment checks are a critical part of the recruitment process. They ensure that the organisation complies with legislation and that the people selected to take a new role are suitable and have the relevant qualifications.
The law requires specific checks to be carried out if you will be working in a role with children or vulnerable adults.
If you are successful in being offered a position with us, the pre-employment checks that you will be asked to undertake will be dependent on the role that you've applied for. However, as a guide these may include:
- Right to work in the UK
- Disclosure and Barring Service checks
- Reference checks
- Medical checks
- Qualification checks
If the post you are applying for requires you to apply to the Disclosure and Barring Service (DBS) for a 'disclosure' please note information provided by you or the Disclosure and Barring Service will be dealt with in a confidential manner in accordance with the DBS's Code of Practice. You may view the Code of Practice on the DBS website at www.gov.uk/dbs or alternatively a copy is available on request from the Recruiting Manager. The following policy documents are available for your information;
Handling of DBS certificate information Policy (PDF 185 KB)