We have designed our application process to allow us to work out whether you are right for the role - and whether you are the right fit for our organisation. It's a two-way relationship, so we aim to give you all the information that you need along the way.
Please ensure that you read the job description and person specification carefully to understand what the position involves. The decision to invite you to an interview will be solely based on the information you provide in your application form and if you meet the requirements of the person specification.
Please also check that the information you provide is accurate. If you conceal or misrepresent any relevant information at any stage during the recruitment process, your application will not proceed any further.
Once the job advert has closed, we will pass your application form to the recruitment panel to shortlist. Each panel member will read your application form to see how your experience, skills and abilities match the criteria shown on the person specification. The recruitment panel will then decide on whether you will be invited for an interview.
Haringey has made a commitment to equality of opportunity. All applicants with a disability, as defined by the Disability Provision of Equality Act of 2010, and who meet our essential short-listing criteria for a job will be automatically offered an interview
If you are shortlisted, you will receive a letter within 28 days of the closing date, giving details of your interview. This letter may be sent by email.
If you do not receive a letter, please assume you have not been successful. Unfortunately, due to volume of applications we receive at this stage, we are unable to provide feedback to applicants who are not shortlisted for interview.
Assessment / Interview Stage
If you are successful at the shortlisting stage, you will be given a minimum of seven working days notice prior to your assessment and/or interview.
Depending on the role that you have applied for, you may be required to carry out an assessment prior to interview. This could take the form of case studies, preparing a presentation or other relevant tests. If you are invited for interview, we will give you full details of what the assessment will be.
If you are successful at interview, you will be contacted by the Chair of the interview panel and a verbal offer will be made.
Following this, a provisional offer letter of employment will be sent to you which will outline the full terms and conditions of the offer.
If you are not successful and have not been offered the post, you can write in and ask for feedback to help you with any future interviews.
When you have been offered a job, we will carry out a number of pre-employment checks. Details of the type of documents and information we require will be given on the provisional offer letter of employment, but they will cover the following:
We will require proof of who you are and where you live. This will include asking to see various documents, for example - passport, driving license, proof of address, national insurance number, council tax bill, birth certificate, etc
We are required by law to comply with the Immigration, Asylum and Nationality Act 2006, which states that employers must see original documents that prove an individual’s right to work in the UK. Failure to do so may result in a fine of up to £10,000. We will retain a copy of your Passport and right to work documents, along with proof of National Insurance and keep them on file. We work closely with UK Border Agency (Home Office) to ensure that everyone working for Haringey Council does so legally.
We offer sponsorships for those posts where the Home Office recognise them as a skills shortage occupation.
A DBS (formerly CRB) check will be required for certain posts within Children’s Services, if it involves direct access to children, young persons under the age of 18 and vulnerable adults. As stated in The Rehabilitation of Offenders Act 1974 (exceptions) Order 1975, all previous criminal convictions, cautions and warnings, including those regarded as 'spent' - all must be declared.
We do not accept any existing DBS checks carried out by other organisations. All newly recruited staff will be asked to complete a new application.
A criminal record will not necessarily be a bar to obtaining a position.
We will require references that cover a minimum of 5 years employment, one of which must include your current line or most recent line manager. If you are still in full time education, or have just left, we will accept a reference from your course tutor. Please, therefore, ensure that you have their permission before your put their details on your application form.
You will be required to complete a medical questionnaire and we may ask you to attend a medical assessment to ensure you are fit to carry out the duties of the post.
We are here to make this process as efficient as possible and support you throughout. If you need additional assistance at any stage of the process, please do not hesitate to contact our recruitment team on 020 8489 7000 or email us: firstname.lastname@example.org - we will be happy to help you.
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