Our Recruitment Process

• Vacancies are normally advertised to internal staff first and then, if no-one suitable is found, they are advertised externally in the local press and on the internet.
• Application packs are sent out on request and typically contain an application form, job specification, equalities and diversity policy and any other information relevant to the position being applied for.
• Once the closing date passes, all completed application forms are looked at by the recruitment panel to draw up a shortlist for interview and/or assessment. The recruitment panel is normally made up of three people from the relevant department, including the line manager for the vacant position.
• The panel shortlist applications on the basis of how well they meet the person specification. They make this decision based solely on the information provided on the application form in the sections which cover skills/knowledge/abilities, employment history and education/training.
• Personnel then send out invitation to attend assessments or interview letters to the successful candidates, depending on the type of position that’s being applied for.
• If you do not recieve an invitiation to attend for assessment/interview within 3 weeks of the closing date please assume that your application has not been successful on this occasion.
• If you are invited to assessments, you will normally have to complete numerical and verbal ability tests and a questionnaire to find out a bit more about how you prefer to work. There may be some role-specific tests too, depending on the type of job you are applying for. We send practice leaflets for the ability tests along with your invitation letter so you get a chance to prepare beforehand.
• Suitable candidates are then invited to interview, and unsuccessful candidates are notified by letter and offered the chance to request feedback if they wish.
• At the interview, to make sure we get the best out of you, we often give you the questions you are going to be asked beforehand and give you the opportunity to prepare some notes that you can refer to during the interview. We may also ask you to prepare a presentation or ask you some unseen questions, depending on the position you are applying for.
• You will be given an opportunity at the end of the interview to ask any questions you may have and the panel (usually the same three people who shortlisted the application forms) will let candidates know when they can expect to hear the outcome of their interview.
• Letters are sent to the unsuccessful candidates, again offering the opportunity to receive feedback, and a conditional offer of employment is sent to the successful candidate(s). This offer will request the completion of an occupational health questionnaire for all posts, and depending on the nature of the position may also require you to undergo a standard or enhanced Criminal Records Bureau check.
• Once satisfactory references, occupational health report, ID documentation and where applicable, a Criminal Records Bureau check have been received, a formal offer of employment will be made to the successful candidate and a start date agreed.