The Recruitment and Selection Process
Shortlisting is carried out by the recruiting manager, based on an assessment of the information you have provided in your application form against the essential criteria listed on the person specification for the role. Personal information is removed from the applications before shortlisting. Only those candidates who fully meet the essential criteria will be invited to the next stage. Should we receive a high volume of applications for a role, we will use the desirable criteria in addition to the essential criteria for shortlisting.
Reaseheath College has been assessed in relation to its commitment and practice in the employment of disabled people. As a result we can display the two ticks logo on our recruitment page and we guarantee that any disabled applicant who meets the essential criteria for the role will be invited for interview.
Those candidates who are shortlisted will be invited to an assessment centre.
The assessment centre is designed to give candidates an opportunity to demonstrate the skills and competencies which they have in relation to the role. You will be told beforehand if you are required to prepare anything.
We use a range of assessments within assessment centres; each has been selected to enable candidates to demonstrate the competencies that are necessary for successful performance in the role. They may involve:
- Delivering a micro-teach to the interview panel
- Delivering a presentation to the interview panel
- Group discussion exercise
- Psychometric testing
- In-tray exercise
- Role play scenarios
- Formal Interview
Following the assessment centre you will be informed of the outcome.
Offers of appointment are conditional upon receipt of a satisfactory enhanced DBS check (disclosure and barring service), two satisfactory references (one must be from current or last employer), a fit to work declaration, sight of qualification certificates and Right to Work in the UK check.