The Recruitment Process
We try to complete all recruitment within a maximum period of eight weeks. With your co-operation, the process can move as smoothly and quickly as possible through the following stages:
- Stage 1: Applying for a job
- Stage 2: Shortlisting the applications
- Stage 3: The interview
- Stage 4: The verbal offer
- Pre-employment checks
- Make sure that your completed form is returned by the closing date given on the advertisement. We cannot accept late applications
- Make sure that you keep a copy of your form and the Job Description/Candidate Specification, as you may need to refer to it if you are interviewed
- When applying for a job, contact your referees and ensure that they are willing to provide references without delay if required
- The recruiting manager and another member of the interview panel reads each application and assesses it against the candidate specification criteria
- Candidates who meet the criteria are shortlisted for 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, you should assume that you have not been shortlisted
- Make sure that you know exactly where the interview is being held and how to get there. Leave enough time for your journey
- There will probably be three people who interview you. Each one will ask you some questions which will be based on the candidate specification
- You will have the opportunity to ask any questions you may have at the end of the interview
- Read through the Interview Tips and Hints section on the website
- Following the interview, the successful candidate will be contacted by the Chair of the interview panel and a verbal offer will be made subject to satisfactory pre-employment checks
- A provisional offer of appointment will be sent to you which will outline the terms and conditions of the offer
- If you are not successful, you can write in and ask for feedback to help you with any future interviews
When you have been offered a job, there are a number of pre-employment checks which we will undertake, such as your right to work in the UK and Disclosure and Barring Service (DBS) checks. Details of the type of documents and information we require will be given on the provisional offer of employment which is sent to you after a verbal job offer has been made. If you need any clarification or further details, you should contact the Recruitment Officer who sent the provisional offer letter to you or phone the Recruitment Team on 020 8489 2449.
We are committed to the fair treatment of all employees and prospective employees. We will act in line with our equal opportunities statement when confirming an individual’s right to work.
The types of pre-employment checks carried out include:
Disclosure and Barring Service (DBS) checks:
If you are responsible for the training, care or supervision of children, young people or vulnerable adults, or if your job is exempt from the Rehabilitation of Offenders Act 1974, you must have a DBS check carried out. We will only take up an Enhanced Disclosure and do not accept existing DBS disclosures carried out by other organisations. All newly recruited staff will be asked to complete a new application. Your disclosure must be received and considered satisfactory before a final contract is issued and employment can start. Existing staff are re-checked every three years.
Possession of a criminal conviction or caution will not automatically bar you from employment. Each case is considered on its merits and an assessment is made only after we’ve discussed the matter with you and considered the facts.
An employment reference will be sought from your current or last employer, providing that your employment at that organisation lasted for a continuous period of 12 months. If it is not possible to obtain one employment reference covering this full period, a second reference will be sought (which may be a personal reference if you have little or no previous employment history). Employment references for qualified social work posts will continue to be requested to cover a full 5 year period.
Right to work in the UK:
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. Details of the documents required will be specified on the provisional offer letter which is sent to you.
If you are applying for a job from outside the UK, you must comply with the new sponsorship regulations before you can apply for residence in the UK. Further details are available on the UK Border and Immigration website (external link).
Health and Care Professions Council (HCPC):
In order to practice as a social worker, you must be registered with the HCPC. Your registration must be regularly updated and the HCPC will contact you before it expires. It is your responsibility to ensure that your registration is maintained in order to continue working legally as a social worker.
When a DBS re-check is carried out, the HCPC register will also be checked. If you are not registered, you may be moved to lower grade duties and receive a lower salary until it is reinstated.
General Teaching Council (GTC):
If you are a practising teacher, you must be registered with the General Teaching Council. However, this may not be necessary if you are taking up a post as an Advisory Teacher or Consultant. It will depend on the requirements of the job. If you are unsure, you should contact the GTC for further information.