Guidance Notes for Applicants
What are we looking for?
We will be assessing how well your application matches the person specification for the post you are applying for. The applicants who closely match the person specification will be the ones that are shortlisted for interview. You will need to evidence that you meet all the essential criteria as a minimum.
To stand the best chance of receiving an invitation to interview, demonstrate that you have the skills and experience needed to be successful in the post you are applying for. Provide clear examples of how you meet the requirements of the role as stipulated in the person specification.
The ‘Additional Information’ section is a key section of the application form. It allows you to provide evidence of your experience, knowledge, skills and abilities that are relevant to the role. Selection is based on an assessment of the evidence you provide against the requirements of the role as set out in the person specification. It is important that you tailor your response to clearly demonstrate how you meet each requirement. No assumptions will be made about your achievements and abilities.
Please provide one example for each requirement in the person specification. You should choose examples of past experience that clearly demonstrate what we are looking for, and be precise about what you did, how you did it and the outcome or result of your actions.
A useful guide might be S.T.A.R:
- Specific – give a specific example
- Task – briefly describe the task/objective/problem
- Action – tell us what you did
- Results – describe what results were achieved
Please provide recent work examples wherever possible. However, do remember that relevant examples from other aspects of your life, for example: voluntary or unpaid work, school or college work, family or home responsibilities, can also be given.
Pre-Employment Screening
All posts are subject to the following pre-employment checks and will only be taken up once an initial offer of employment (subject to satisfactory checks) has been made:
- Right to work in the UK
- Professional registrations
- Employment history and references
- Medical via our occupational health provider
Disclosure and Barring Service (DBS) where appropriate.
Employing People with a Criminal Record
We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, abilities and experience.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.
A disclosure is only requested from the Disclosure and Barring Service (DBS) after a thorough risk assessment has indicated that it is both proportionate and relevant to the position concerned. We encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. This information will remain confidential and only made available to Queenscourt employees who NEED to know, for example, the Recruiting Manager and HR Manager.
At interview, or in separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
Equal Opportunities Monitoring
Queenscourt are committed to equal opportunities in our recruitment process and in order to find out how well we are doing with this we need to collect monitoring data. The information we collect here is very useful to us as it helps us to make sure that we are an inclusive employer and to find out if our workforce is diverse. The information you supply on this form will be kept confidentially.