Recruitment process (New)

Once the vacancy closes, the recruiting manager will short-list using the application documents. The shortlisting panel does not have access to any sensitive information or equal opportunities monitoring information at the time of shortlisting.

Shortlisting is carried out by comparing the application to the key criteria listed on the Person Specification. 

Those who best meet the criteria will be invited to interview. The interview date will usually be included in the job advert. Invitations to interview will be sent to the email address provided on your application form.

Shortlisted candidates will be required to complete a Criminal Record Declaration Form prior to interview.

The invitation will include details of where the interview will take place and state which documents you must bring with you. Candidates will be able to select an interview time using the online system.

Details of any additional selection methods will also be detailed at this stage, e.g. testing or a presentation.  At the interview, candidates will be asked questions aligned to the Job Description and Person Specification. 

Our interviews will always include relevant questions relating to child protection and/or safeguarding and will usually involve a child-centred task. 

Our interviews are conducted by a panel of two or more people, with at least one person having completed safer recruitment training.

Following the interview, and any other selection methods, the recruiting manager will contact the successful candidate to make a verbal offer of employment.  The offer will be conditional until all pre-employment checks have been completed. 

This will be followed up by an offer letter and contract of employment sent via our onboarding system, Access Screening, and an accompanying email detailing the steps needed to complete the pre-employment process. 

Unsuccessful candidates will be advised in writing, with feedback provided on request.

We carry out a set of checks to ensure compliance with safer recruitment standards, including: 

• Confirmation of eligibility to work in the UK 

• Disclosure & Barring Service (Enhanced DBS check) 

• Minimum of two positive references (one must be from your last/current employer) 

• Medical clearance 

• Prohibition checks 

• Verification of qualifications and professional registrations 

• Online checks 

• Overseas police checks and references (where applicable)

Once the pre-employment checks are complete, the candidate will be contacted to arrange a suitable starting date. You will receive an updated contract of employment confirming your start date. 

Your school will confirm first day details and will complete an induction process. 

For teachers, the start date will normally be the first day of term, unless covering a period of leave.