CV Submission

There are some roles where we ask for a CV to be submitted along with a cover letter, demonstrating certain experience. The cover letter is how you'll demonstrate your experience in relation to the role you're applying for. If we do as you to submit a CV please do anonymise this before you upload it. 

The Application Form

It is best to set aside enough time for you to work through the full form, potentially 20 minutes . Our application forms require you to provide specific examples against essential criteria for the role. If you don't have any work-based examples then use your personal experience to help demonstrate how you can still meet the criteria. You may have examples from education, clubs you are part of or through volunteering.

Through not submitting a CV we're also able to anonymise your application form. So although we ask you the usual questions about name, address etc these only show to our Recruitment & HR colleagues, not to the managers recruiting for the role. They'll only be viewing your work experience and the answers you've provided to the essential criteria, enabling us to focus on what really matters -- your transferable skills.

More tips on how to apply can be found through the below link;

https://greater.jobs/content/12883/our-top-tips-for-your-application

The Assessment

When it comes to the assessment we may ask you to participate in a practical activity alongside the interview. The task is always role specific and enables us to see how you'd perform in role, as well as giving you a taste of what to expect working for us.  A full briefing will be provided to you to enable you to participate and we always explore whether you require any reasonable adjustments to be able to perform to the best of your ability.

Typical assessments can be;

  • Presentation

  • Scenario based

  • Technical test

  • In tray exercises

The full assessment process typically takes between 1 to 2 hours. We try do this in one stage, although for some roles we do separate the practical task into its own stage.  

The Interview

We strive to make our interviews a conversation with a purpose -- not an inquisition. With a panel with a minimum of two people to interview we use a structured interview questions to determine if you meet the requirements of the role.

It's not all about us though, this is your chance to find out more about the role, our organisation and to decide whether its right for you. 

Along with the practical assessment the process typically takes between 1 to 2 hours. We try to do this in one stage. 

Hearing Back

We strive to feedback outcomes to candidates in a timely manner, typically within a week of the closing date or your assessment and interview. You will be contacted by email or phone with your outcome.

For some roles where we have more than one candidate who demonstrates suitability for the role, we will offer to the highest scoring candidate and place others in a 'Talent Pool'.

The talent pool is there for roles that occur regularly and means that  if the same role comes up again in a 6 month period, we can move straight to offer without the need to re-interview.

Pre-employment Checks

There are certain checks that we have to complete for all employees Our checks include;

  • 3 years' worth of referencing history, this includes any employment or education you have undertaken as well as covering any gaps.

  • Competition of a Health Questionnaire

  • Right to Work checks

  • Education & qualification checks where necessary for the role

For some roles there may be a requirement to complete additional checks, such as a Disclosure and Barring (DBS) check; a credit check; or security vetting. If this is required we will make this clear on the advert.