Employees will be recruited on merit on the basis of their qualifications and experience to do the job, regardless of gender, marital status, age, race, nationality, disability, sexuality or religious belief. In view of this, we will ensure that each manager adheres to the Equal Opportunities Policy when shortlisting and selecting applicants.
Every vacancy advertised is based on a person specification which describes the skills, experiences and aptitudes that we are looking for in the role. Please look at this carefully so you know what the job involves and the range of expertise required. Make sure that you address the criteria on the person specification when you complete the Experience question on the application form.
The Job description describes the main duties of the role. What the job entails. What contacts the post holder has and whether there is any supervisory responsibility.
Please ensure that your application arrives with us by the closing date. Applications that arrive after the closing date will not be considered.
We do not accept CV's
Shortlisting applications will normally be conducted within a few days of the closing date for applications. Shortlisting will be done by the interviewing panel who will match your qualifications, skills and experiences that you have outlined on your application form against the criteria in the person specification. The information that you provide on your application form is the only information that we use to decide whether or not you are shortlisted for interview. To ensure fairness shortlisting is based on Parts 2 and 3 of the application form ONLY. The people conducting the shortlisting have no access to any of the applicants personal details.
If you meet all the essential criteria in the person specification and you have a disability you will be included on the shortlist for interview.
The selection process will typically involve a psychometric exercise, short literacy and numeracy exercise and an interview. Depending on the job there may also be a presentation or work test. If you are invited for interview the selection process will be clearly outlined in your invite to interview letter or email.
The successful candidate will be contacted by the recruiting manager and offered the post verbally. Upon verbal acceptance the successful candidate will be sent a conditional offer letter for the post pending satisfactory references and medical clearance.
Some posts will also be subject to receipt of a satisfactory Criminal Records Bureau (CRB) check. If relevant to the post this will be explained during the recruitment process.
If the successful candidate is disabled a discussion will be held with them to identify any equipment or adaptation/adjustment to the work area that may be necessary in order for them to carry out the job effectively.
All candidates who are unsuccessful after interview will either be contacted by the recruiting manager or notified by letter.