Recruitment process

Applications

To ensure you have the best possible chance of being shortlisted for a post, please read the job description, and person specification carefully and write (or amend) your application accordingly to highlight your most relevant skills. In particular use the supporting information section of the form to give an example of how you meet each of the criteria on the person specification (essential and desirable).

Online applications

We prefer online applications. There are occasions when we will accept off line applications. If you do not have internet access at home, there will be a number of public providers in the area including your local library. 

Shortlisting

Please be assured that your personal and monitoring information is stored safely within our recruitment system, and is not made available to recruiting managers. This is to ensure that shortlisting decisions are made solely on the basis of your qualifications, skills, knowledge and experience as detailed on your application form. 

Interviews and preparation

You will be notified of the outcome of your application via email. If you are shortlisted for interview, please read the invitation to interview email carefully, and take note of any instructions within it. Remember that you will be required to present the following documents at your interview: 

  • Qualifications – The panel will be looking for you to prove you have the qualifications that are deemed essential on the person specification, and you should provide proof of all qualifications that you stated on your application form. Additional courses may also be of interest to the panel, particularly if they are relevant to the role.
  • Identification – Original documents must be provided. Three forms of ID are required including one with a photo.
  • Professional Registration – If applicable to the post

When preparing for the interview, look back at the advert, job description and person specification to remind yourself what the job is about, and what the panel will be looking for. Try to think of examples to talk about at interview, which demonstrate how you meet the essential criteria for the role. For example, panels often ask about times you have worked as part of a team, and/or times when you have worked your own initiative etc. Using the job description, try to think of any relevant experience you have that relates to the activities that the job will involve.

Panels will usually give you the chance to ask questions at the end of the interview. Whilst it is not essential that you do so, it does help to demonstrate that you are interested in the post, and the organisation. The job description may help you generate some questions.

Selection methods

Please note that in addition to a structured interview, some of the following selection techniques may be used, particularly for senior posts, and vacancies which attract a high volume of applications:

  • Presentation
  • Knowledge tests
  • Assessment centre
  • Psychometric testing
  • Situational judgement test
  • Typing tests
  • Scenario tests
  • In-tray exercises
  • Data input tests

Presentations

Presentations are often daunting for the candidate, but the best presentations are delivered by those who are relaxed and confident. If you are asked to deliver a presentation, ensure the content is closely related to the topic you are asked to discuss. Try to include some examples of your personal experience, provided they support the presentation topic, to make your presentation interesting and unique to the panel. Remember they are receiving multiple presentations on the same topic, so anything that makes your presentation stand out (within reason) is likely to impress. An interactive element to your presentation makes it interesting, although it takes skill to incorporate the responses from the panel back into the presentation.

Finally, practice your presentation. Check that it runs to the allotted time that the panel have set, making allowances for the fact that you may have a tendency to rush when you are nervous. Ensure you know the content fully, and feel able to deliver it confidently. Try not to refer to notes. Be aware of anything you do in nervous or pressured situations and try to stop yourself, for example, some people fiddle with their notes, or play with their hair which can be distracting for the panel.

Conditional offer of employment – Pre-employment checks

If you are successful at interview, we will make a conditional offer of employment. This means that the offer of the post is subject to pre-employment screening which may include some or all of the following checks:

  • Verification of Identity
  • Qualifications and Registration
  • Occupational Health Clearance
  • Right to work
  • Verification of References & Employment History including attendance records
  • Disclosure and Baring Service checks (dependent on patient contact)

Providing false or misleading information through the application or pre-employment process, at this stage may result in the offer of a post being withdrawn.

Recruitment of ex-offenders

Please note that a criminal record will not necessarily prevent you from working with the Trust. When a DBS check confirms a candidate has a criminal record, we will consider each person on a case by case basis, and discuss the context of any offences, and any mitigating circumstances before making a decision

Completion of checks and unconditional offer

Once all checks are completed, and deemed satisfactory by the Trust, we will write to you to confirm this, and advise who you need to speak to, in order to arrange a start date. We recommend that you do not hand in your notice with your current employer until you receive your unconditional offer.

Employment terms

If you are successful, you can expect the following terms;

Pension: Employees will be automatically superannuated under the terms of the National Health Service Pension scheme, unless they formally elect to opt out of the scheme

Conditions of service: Your terms and conditions of service will be determined by the Trust, but will take account of appropriate national agreements until such local terms apply.

Hours of duty: Full-time hours of work are 37.5 hours per week. Part-time posts will state the hours of duty in the job advert.

Annual leave: On appointment 27 days Annual Leave + Bank Holidays, after 5 years service 29 days Annual Leave + Bank Holidays, after 10 years service 33 days Annual Leave + Bank Holidays. The annual leave year runs from 1st April to 31st March. For employees who commence employment part-way through the leave year then annual leave entitlement will be calculated on the number of complete calendar months to be worked.

Disability: The Equality Act 2010 defines disability as “a physical or mental impairment which has a substantial and long term adverse affect on a person‘s ability to carry out normal day to day activities". (You do not need to be registered as disabled). We are a ‘positive about disability’ employer. We welcome applicants with disabilities and we will guarantee an interview to anyone with a disability who meets the minimum essential criteria for the post. It is helpful to indicate when returning your application form if you need any assistance or reasonable adjustments to be made with interview arrangements.

Childcare: The Trust offers vouchers for childcare via a salary sacrifice scheme.

Notice periods: Band 1–4: one month, Band 5: two months, Bands 6–7: three months, Band 8 and above: three months

Probationary period: Six months

Smoke free

Our Trust has a smoke-free policy. To protect the health of patients, staff and visitors, smoking is not permitted on any Trust premises. Applicants should be aware that it will not be possible to smoke during paid working hours. Staff may smoke during unpaid breaks away from the Trust occupied sites. Stop Smoking advice is available to all staff.