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How do I apply?

When we are shortlisting candidates we look at the application form and look for your skills, abilities and experience. We will be looking at these and how they match against the job ‘person specification’ for the position you are applying for. The applicants who closely match the person specification will be the ones that are shortlisted for interview.
Want to be shortlisted? Then you need to ensure you put as much information about your skills and transferable skills. Transferable skills could be in your
current job you have no financial responsibilities but you are the book keeper for your local football team.

To stand the best chance of receiving an invitation your have to clearly demonstrate that you do have the skills and experience as stipulated within the person specification and provide clear examples.

For example:
Just putting office duties does not let us know what you did, or how you did it and what skills and abilities you have to offer. You need to put daily tasks and responsibilities and what skills are used in the process. Remember you want to show the skills and experience against the person specification – try not to over demonstrate skills that are not needed for the role, always put them in as they may be a transferable skill but concentrate on the ‘person specification’
requirements.

Remember it is YOU that need to demonstrate those skills even if you’re an internal candidate never assume the person shortlisting knows what you have done, they can only evidence your experience based on what you write in your application form.

Never submit the same application form twice.

Always adapt it to show how you meet the person specification of the particular post you are applying for.

Application Form

You can find our current vacancies here

Read the instructions within the advertisement and application form very carefully and make sure that you complete all the sections of the application form.

Make sure you spell check and the use of capitalisation. This can be a big thing for recruiting managers as this is the first impression of you, especially if you need attention to detail for the post.

The ‘personal information’ and ‘monitoring information’ sections will not be used for shortlisting, but will be kept for administrative purposes only.

Provide Good Support Information

The ‘supporting information’ section is your opportunity to sell yourself therefore makes sure you use it to your advantage. You can include any information here that has not been covered elsewhere on the form.

Demonstrate why you would be suitable and how you meet the person specification. You need to convince the recruiting manager that you have the
required skills, knowledge and experience and that they should be inviting you for an interview.

Shortlisting


Once you have applied your application will be forwarded to the recruiting manager once the advert has closed, they will then look at the skills experience and qualifications needed for the role and will compare them to your application, during this process the Recruiting Manager will not be able to see any personal details for example  name, age, address you will be identified only  by a candidate number to ensure we are shortlisting based on just the skills and abilities and we cannot be biased in anyway.

Unsuccessful candidates: if you are unsuccessful at this stage, we will inform you by email. Please feel free to apply again.

Interview

shortlisting recruitmentIf you are shortlisted for a vacancy we will send you an invitation to interview notification. This invitation will include details of the interviewers and any additional tests that form part of the selection process, as well as when and where to come for your interview/Assessment.

Depending on the job your assessment could be:

  • Presentation: To allow you to demonstrate your knowledge of a topic and/or communication skills.
  • Psychometric Tests: To assess your relative strengths and weaknesses in relation to the role, there are no wrong and right answers    
  • Practical Test: To test your ability to carry out tasks related to the job which can include numeracy and literacy tests.
  • Interview : Face to face discussions with questions and answers

We use a range of tools and techniques in our recruitment process. If you are invited to attend a selection meeting you should be told what you will be expected to do so you can prepare.

The approach will depend upon the role you are applying for and not all approaches will be used.  These are designed to reveal your potential. We will measure your abilities against a set of skills and each exercise is designed to assess one or more of these areas. Don’t worry if you think you have performed badly at any stage; you are likely to get a chance to demonstrate your skills again later on.

Prepare for possible questions: we often base interview questions on the job description, person specification and the information in your application form. So make sure you are familiar with them.

Prepare examples: think of some examples that show how you meet the person specification criteria. Make these brief and to the point so you don’t end up giving rambling answers. If you don’t understand a question, tell us.

Do your research: it helps to know as much as possible about what the role involves, what goes on at the Trust and in the department you’re applying to. Be aware of current issues relevant to the job or at the Trust by checking Trust website

First impressions count: think about your appearance and ensure you look smart.

Plan your travel arrangements: the Trust is spread over a large site so make sure you know where your interview is and leave plenty of time to the Trust and extra time if you need to park!

Avoid distractions: Concentrate on the interview - make sure you switch off your mobile phone!

Body language: make eye contact with everyone in the room but don’t overdo it. Smiling over introductions will help you to relax and ensure you appear approachable. Don't fold your arms during the interview; it can be seen as negative and gives the impression that you're not interested.

Sell your potential: concentrate on selling your skills and the experience you can bring to the role.

Ask questions: the interview is a two-way process, so ask the panel questions to find out whether the job is right for you. Thinking of some questions will also help to show your interest.

Remember: you are being assessed against these skill sets and not the other candidates. Rather than trying to compete with others, make sure you demonstrate the qualities we are looking for.

Preparing for your assessment

Know the role you applied for: your invitation pack includes the job description and personal specification. Familiarise yourself with these so you are clear about the key qualities we want.

Get some rest: try to get as much rest before the day as possible as the assessment is likely to be intensive and tiring.

Re-read your original application: ensure you know what you’ve told us about yourself.

Offer stage

Offer stage recruitmentSuccessful or not, you will receive a call from the panel letting you know the outcome and give you any feedback. If you are not successful this will be your opportunity to ask for feedback.

If you are successful you will receive an email with a conditional offer letter attached which will inform you of what will happen next.

As part of the recruitment process we will need to complete all employment checks.

  • Occupational health check: you need to complete an employment health questionnaire and contact our Occupational Health team to book an appointment this will all depend on which job role you have applied for. If necessary, they may ask you to have blood tests or see a nurse or doctor so they can pass you as fit to start at the Trust. We will give you more information about this at the conditional offer stage.
  • DBS/CRB Checks: Depending on the role you may be required to undertake a DBS check. Full details will be in your conditional offer letter.
    Trust policy requires that the cost of submitting & processing the successful applicant/s DBS application be recovered via salary deduction following start in post. The amount of £26+£5 (standard disclosure) or £44+£5 (enhanced disclosure) can be deducted from salary, in manageable monthly instalments for up to 3 months following commencement of employment. If you are working on the bank this will be taken up front at your employment check appointment.
    It is a Trust expectation that all post holders who require a DBS for their role are registered with the DBS Update Service. You can find out more information and guidance on how to do this at https://www.gov.uk/dbs-update-service. The Trust requires all staff to be DBS checked on an ongoing basis. 
  • Employment History and References
    Previous employment history must be checked before we can make you an unconditional offer of employment. References and application forms will be cross-checked as part of this process. References will only be requested with your consent and only once we have made you a conditional offer after interview. We will check a minimum of two references covering a minimum of three years of previous employment and/or training. Please ensure you put the correct details on your application form.
  • Right to work /ID checks
    You will need to provide ID and proof of your right to work in the UK.  You will be advised by your Recruitment Officer what documents are required but generally 1 photo ID and 2 proofs of address (or vice versa) is OK, e.g. a passport and 2 household bills.
  • Registration with Professional Body
    Certain posts require applicants to be registered with a professional body.  If this applies to you please ensure we are able to check your employment check appointment at recruitment.
  • Qualifications
    Certain posts require applicants to have achieved a particular qualification. You will be asked to provide evidence of this where it is stated in the essential criteria on the person specification for the post.
    Once all employment checks have been returned and are complaint we will organise a start date and book you into your corporate induction. It is advised not to hand your notice in until your employment checks have been completed.

Unconditional offer letter

We will send you this including a copy of your contract which you need to sign and return to the Recruitment Team. Full details of where your induction and who to report to on your first day will be in this letter. If you require further information please to not hesitate to contact our Recruitment Team on 01517064666