To apply for this role, please send a CV and covering letter outlining your suitability against the job description and person specification to Louise Woodman, Director of People & Culture – email@example.com. Please also include your qualifications and full employment history.
If you would like to discuss this role in more detail please call Tracey Edwards, PA to the Principal/CEO on 01270 613162 or email firstname.lastname@example.org to arrange to speak with Marcus Clinton.
(Please note that the College will be closed from 5pm on Friday 15 December 2023 and will re-open at 9am on Tuesday 2 January 2024.)
Closing date for applications: Wednesday 3rd January 2024 at midnight.
Initial interviews to be held via MS Teams w/c 8 January 2024 (if required).
2-day on site Assessment Centre: Wednesday 17th and Thursday 18th January 2024.
Once the advert has closed, applications will be passed through to the shortlisting panel who will decide who to interview purely on the basis of the information provided in the CV and covering letter measured against the job description and person specification.
You will be notified by email if you are shortlisted to attend the selection process. If required, a long-listing preliminary interview via MS Teams will be held w/c 8 January 2024. Further shortlisting may then take place and candidates will be invited to attend the 2-day on site Assessment centre on Wednesday 17th and Thursday 18th January 2024.
A more detailed schedule of interview activities will be provided to shortlisted candidates. Once we have completed the shortlist, we will ask any shortlisted candidates about any requirements or special arrangements which we need to be aware of when designing the assessment process.
The Assessment Centre is designed to give candidates an opportunity to demonstrate their skills and aptitudes against the requirements of the role. Candidates may be asked to take part in a combination of activities such as a formal interview, group activity and written activities.
The Assessment Centre will take place over 2 days and overnight accommodation can be provided, if required.
The College will undertake the following mandatory pre-employment checks on prospective staff as part of its safer recruitment and selection process. All of these checks must be satisfied prior to you starting in post.
- As this post will be engaging in regulated activity, an Enhanced DBS check with barred list information will be requested. If you are registered with the DBS Update Service this option may be an alternative to applying for another DBS certificate.
- A minimum of two written satisfactory and verified references – One of your referees should be either your present or most recent employer who is familiar with your work to confirm previous academic and employment gaps (checking the reasons provided for any identifiable gaps). It is your responsibility to ensure that referees will provide you with a full work related reference. Please indicate clearly whether you give permission for us to contact your referees on your CV. Appointments are subject to receipt of references which are considered by the College to be satisfactory. Please note that references are sought only after a conditional offer of employment has been made.
- Evidence of relevant qualifications and current memberships of professional bodies. The College will ask to see original certificates of relevant qualifications and current memberships.
- Right to Work within the United Kingdom through checking the authenticity of pre-employment documentation i.e. passport.
- Fitness for employment – We take the health of our employees very seriously. In order to ensure that we support you in every way possible, please ensure that you inform us of any special requirements you have in relation to your working environment for which we may need to make reasonable adjustments. On appointment, staff will be required to satisfy the College’s occupational health check as to their medical suitability for the position by completing a medical questionnaire. A medical examination may be necessary.
- An online ‘google’ search will be conducted to identify any matters that might relate directly to the College’s legal duty to meet our safeguarding responsibilities as set out in the Keeping Children Safe in Education 2023. Anything identified will then be discussed with you as part of the pre-employment check process.
Safer Recruitment & Vetting Policy and Procedure – Reaseheath College is committed to providing an environment which recognises that the delivery and management of effective safeguarding of children and adults identified as ‘vulnerable’, requires sound procedures, good inter-agency co-operation and highly competent and managed staff who are confident via on-going training and development.
The College will encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. The College will request that this information is passed under separate, confidential cover, to Human Resources. The College guarantees that this information will only be seen by those who need to see it as part of the recruitment process.