What can you expect from our recruitment process?
We are committed to equal opportunities and the right of everyone to be included.
We particularly welcome applications for all of our jobs from people with disabilities and are committed to providing reasonable adjustments, where necessary, to make interviews and jobs more accessible.
When recruiting new members of staff, we always seek to ensure that the best candidate is chosen for each job. We will aim to meet all recruitment obligations under the Equality Act 2010.
Should you have any difficulty completing an application form please contact the Human Resources Team on 01752 898182
Once we have received your application, after the closing date, if you are successful, we will contact you to confirm a face to face interview.
As users of the ’2 ticks’ disability symbol, we guarantee to interview all applicants who disclose a disability and meet the essential requirements for the position.
We aim to shortlist within two week of the closing date of receipt of applications. We will contact you as soon as possible after this to let you know if you have been invited to interview.
Should you need any help or adjustments to enable you to attend an interview, please contact the HR Team on 01752 898182 to discuss further.
The interview process may vary, but interviews generally last about 45 minutes and will normally be made up of at least two people. If selection tests are to be used as part of the interview process, you will be notified of this in your invitation to interview. This will be an opportunity for us to find out about you, and for you to find out more about us, and whether the job is right for you.
Once the process is completed, we will contact you to let you know whether you have or have not been successful, and will provide feedback if required.
Our HR team will then begin to process your application, which will involve taking references; undertaking a pre-employment medical questionnaire; checking employment histories; and undertaking a DBS if required.
Due to the sensitive nature of the work we carry out and the people it employs, some of our positions will require an enhanced Disclosure and Barring Service (DBS) check. Therefore all convictions including those considered to be spent must be declared for these posts. For all other post, you must declare any unspent convictions. This will not necessarily bar you from employment – each case will be individually assessed and judged on its merits. We can assure you that any information you provide will be treated in confidence.
As soon as these checks are completed, we are ready to go with getting in touch with you about a start date.
You will undertake our e-learning programme before you start work, so you have a better understanding of your role and what we do, and prepare you to start work.
When you start, you will then undertake your Induction programme.