Recruitment and selection guidance
Please read the guidance notes below before completing your application and if you require any further assistance, please call our HR team on 01525 844558.
Job description/Person specification
A Job Description and Person Specification are included with each vacancy advertised and provide further details about the job and the experience, skills and knowledge required. Should you feel that you do not meet all the criteria, we would still encourage you to apply as each application will be considered on its own merits.
During your application you will be asked to submit a CV or, in some cases if you are applying for a specialist or technical role, you will be asked to complete an application form. It is important that you take your time submitting your CV or application form, making sure that you meet the criteria of the Person Specification form which is attached to the advert.
If you need any help or advice with regards to your application form please do not hesitate to contact us.
Additional Information Section
Please provide examples of how you meet each of the criteria on the person specification and ensure you tell us about all your relevant skills and previous experience. This can be from previous employment, voluntary work or leisure interests.
It is important that you are specific when writing about what you have done – do not describe what you have done in general terms. You need to describe what your personal contribution was, avoid saying ‘we’, and describe what you did.
It is important that you give us an example for each criteria on the Person Specification. For example, if we have asked for experience of working to tight deadlines it is not enough just to state that you have previously worked to tight deadlines. You need to give a specific example of an occasion when you have worked to tight deadlines. Say what the deadline was, why it was important, what your role was and what the outcome was.
Equal opportunities monitoring form
We are an equal opportunities employer and aim to meet both our statutory duties in relation to equal opportunities and to follow accepted good practice in this area. In order to meet this aim we routinely collect information on ethnic/racial origin, gender, disability etc from all existing and potential employees for monitoring purposes only. To support this aim, please complete the monitoring form and return with your completed application. This information is held by the HR team only and forms no part of any selection process.
Immigration, Asylum And Nationality Act 2006
In accordance with the Immigration, Asylum and Nationality Act 2006 and, if applicable, the Home Office Registration Procedure for new EU Countries, if you are invited to attend a selection event you will be required to bring an original document with you which proves your eligibility to live and work in the UK (details of acceptable documents will be provided with your invitation letter). If appointed this will be a condition of the offer of employment – further details will be given within your offer of employment.
In compliance with our commitment as a “Positive about Disabled People” symbol user; if your day-to-day activities are limited because of a health problem or you have a disability which has lasted, or is expected to last 12 month, you will be short-listed if you meet the minimum essential criteria on the Person Specification.
On receipt of your application, your monitoring form will be separated from your application so that recruitment and equality and diversity statistics can be compiled. Your monitoring form is not seen by the shortlisting panel. Applicants are assessed by the line manager and a member of the HR team.
If you are successful you will be contacted and invited to attend a selection process. We are unable to reply by letter to applicants that are not short-listed due to cost implications as our funds are directed towards providing social housing. We will however reply by email if you include an email address on your application.
The selection process will consist of an interview by a panel of two or more people. The panel will usually consist of the line manager and a member of the HR team. Occasionally, other panel members may include a tenant or another department manager. All panel members are trained to ensure that the interview is conducted in a fair and consistent manner and the candidate is assessed by their answers to questions prepared by the panel. All candidates are asked the same questions. In order to prepare for your interview you should:
- find out as much information as you can about the Group and the role and department you have applied to work in
- look carefully at the criteria on the Person Specification and think about how you might be able to demonstrate how you will be able to meet those requirements
- ensure you are familiar with the location of your interview, parking facilities etc. Directions can be provided if necessary.
In addition to the interview, candidates may be required to take part in an assessment relating to the duties and level of responsibilities of the job. This could involve tests such as Word or Excel tests, presentations or role play exercises. You will be notified beforehand if this is required for the post.
Criminal Convictions and the DBS (Disclosure and Barring Service)
As an employer within social housing we have a duty of care to the community we serve. As a result it is sometimes necessary to carry out a DBS check on applicants before we confirm a start date. If the post you are applying for is subject to DBS clearance this will be highlighted on the Person Specification for the post and stated on the advert.
Rehabilitation of offenders
We will not automatically bar applicants from employment due to conviction or other revealed details. Selection decisions will be made taking into account the circumstances and background of revealed information relevant to the job that is being applied for. Results of disclosures will be discussed with applicants before any final selection decision is made. Please view our policy statement on the recruitment of ex-offenders.
All candidates, successful or otherwise, will be informed by email or in writing of the result of the selection process. We offer feedback on your selection process and a number to call will be provided in your email/letter should you wish to take advantage of this.
Declaration of any applicable academic, professional or vocational qualifications on your application form will be checked by the HR team before successful candidates start work by requesting sight of the original certificate.
Please note that applications submitted after the closing date will not be considered.