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Content
Guidance for Applicants
1. Policy statement
The College aims to attract and recruit the most appropriately skilled, flexible and committed people as its employees in order to fulfil its mission and strategic objectives. We aim to ensure that no job applicant receives less favourable treatment than another on the grounds of sex, marital status, race, colour, nationality, ethnic or national origin, disability, sexual orientation, religion, age .
2. Aims
The aims of the College’s recruitment policy and procedures are to:
· ensure that the process is as objective as possible, being derived from the requirements of the job
· maximise opportunities to judge candidates against a common set of criteria and thereby select the best and most suitable applicants
· treat applicants fairly and provide them with adequate opportunities to learn more about the job and the College
· be an equal opportunities employer ensuring that no job applicant receives less favourable treatment on the grounds of sex, marital status, race, colour, nationality, ethnic or national origin, disability, sexual orientation, religion, age.
3. Procedures
3.1 Job Description
All posts advertised by the College will have a job description which will include a schedule of priorities.
The job description describes the job in sufficient detail so that managers, job applicants and post holders are clear about what is required of them, whilst allowing maximum flexibility in what they can be asked to do. Any special conditions applying to the post are normally summarised here.
3.2 The Application Form
The application form and this guidance document are available in Braille, Large Print or on-line. Please contact Human Resources on by email, hr@rncb.ac.uk or on 01432 265725 or to request an alternative format.
The College’s application form must be completed in full according to the instructions below. Failure to comply with this will result in an application being rejected. Applicants should not submit CV’s as these will not be considered in place of the application form. The College will not accept responsibility for original documents sent with an application.
We would like you to follow these guidelines when completing the application form. Applicants should be careful to complete all sections of the application form.
You are invited to send a supporting statement up to a maximum of two A4 sides long to add to your application. This may include:
· details to show your suitability for the post in the light of the job description and schedule of priorities
· your ideas about how you might undertake the job
· any staff development, personal career development, training courses, interests or enthusiasms which you have been unable to include in the application form.
3.3 The Selection and Interview Panels
The College will make every effort to ensure that members of appointment panels are not all from one gender. However, there may be occasions when this is not possible. The College will ensure that those sitting on the interview panel have the required expertise for the appointment to a specific post.
3.4 Short-listing
Candidates will be short-listed from their application form. All those who are short-listed will be invited to attend an interview. If you do not receive a letter inviting you to attend an interview within 4 weeks of the closing date for the vacancy, please assume you have not been successful on this occasion.
3.5 Further information about the interview
An interview may take different forms according to the advertised post. It may include a presentation, micro-teaching or a skills test. Candidates will be given advance warning of this.
At the interview candidates will be introduced to the members of the panel and an explanation of the College’s interview process will be given.
Each candidate will be asked the same core questions. However, members of the panel are free to ask relevant supplementary questions arising from your initial answer and are entitled to interrupt your answer should they wish to re-focus your answer or question some aspect of it.
All questions will be relevant to the job and will be as open as possible, thus allowing candidates to give evidence of their suitability. The level and complexity of the questions will depend on the nature and level of the job for which you are being interviewed.
Members of the panel will usually take notes during the course of the interview; this is normal procedure and candidates should not be concerned about this.
At the end of the formal interview you will be asked if there is anything you wish to add. This could include any pertinent information that was not discussed or on which you would like to expand further. There will be an opportunity to ask questions. Finally you will be asked if you still wish to be considered for appointment to the post.
3.6 Facilities at interview
Every possible effort will be made to provide appropriate facilities for candidates at interview. Please let us know prior to interview if you require any special arrangements.
3.7 References
You are required to supply the names of two referees. Your present or most recent employer must be given as one of your two referees. This person will normally be the head of the organisation or your line manager. The second referee should be someone who knows you and/or your work and character well. Please state their relationship to you.
References may be requested for all short-listed candidates. Where there is insufficient time between short listing and the interview, a candidate may be offered a job subject to satisfactory references being received.
The Chair of the panel may request that further enquiries are made to either the referee and/or the candidate where there is information or an omission in the reference giving cause for concern.
3.8 Other conditions of employment
All appointments will be subject to:
· reference checks
· a CRB check
· the provision of a satisfactory explanation into any gaps in employment history
· proof of qualifications
· pre-employment health check
· proof of eligibility to work in the UK.
Failure to comply with these requirements or receipt of unsatisfactory references may result in the withdrawal of the offer of appointment, or termination of your contract if you have already commenced your employment at the College.
Confirmation of appointment is also subject to completion of a probationary period.
3.9 The Decision
The decision will be made on the basis of the evidence that has been made available to the panel throughout the recruitment and selection process.
3.10 Feedback to Unsuccessful Candidates
Candidates who wish to receive feedback on their performance should arrange an appointment with the Chair of the panel or their designated representative (one of the other panel members).
3.11 Interview Expenses
The College will pay reasonable interview expenses.
4 Monitoring
The implementation of this policy will be monitored and reviewed on a regular basis.
Monitoring information is collected on applicants for all posts and successful candidates with reference to gender, cultural background and disability. This information will be used to review the implementation of the College’s Equal Opportunity Policy.
Finally…..
The College appreciates the amount of time and effort involved in making an application. We will ensure that every application will receive the professional attention it deserves in order that we may find the best person for the post.
