Our recruitment process

It’s important to us that our recruitment process is thorough and transparent, both to ensure that new recruits are able to meet the high performance standards expected of them and that all candidates are treated fairly and professionally. Here’s what you can expect at each step:

Application form

All candidates are required to fill out a Shaw Trust application form, which can be downloaded from the vacancies pages of our website. Use the Supporting Information section to show the recruiting manager how you meet the Person Specification, giving examples to demonstrate your skills or experience where appropriate. We do not accept CVs for advertised vacancies or speculatively. If you require the application form in a different format please call 01225 716331 or email, quoting the vacancy reference number.

Positive action careers visits

Under section 38 of the Race Relations Act 1976, prospective Black and Ethnic Minority candidates are welcome to discuss careers with Jeroen Stam, Diversity & Inclusion Specialist and attend a careers visit. If you would like to arrange a careers visit, contact Jeroen Stam, Diversity & Inclusion Specialist on 01225 716300 before the closing date, quoting the reference number of the vacancy you are interested in.

Short listing process

The recruiting manager scores each application against the essential and desirable criteria in the Person Specification and the highest scoring candidates are invited to interview. Disabled candidates are able to apply under the Two Ticks scheme, whereby you are guaranteed an interview if you meet all of the essential criteria. If you would like to apply under the Two Ticks scheme please indicate this in the relevant section of the Application Form.

Due to the volume of applications we receive, we do not have the resources to respond to candidates who are not short listed for interview. If you have not heard within four weeks of the closing date, please assume that your application has been unsuccessful on this occasion.

Assessment process

Shaw Trust uses structured competency based interviews and you will be interviewed by a panel of two or more managers. During the interview you will be asked to provide specific examples to demonstrate your skills and you will also have the opportunity to find out more about the role – it’s very much a two way process.

As part of the selection process, you may be required to complete additional assessments. Read more about the types of assessments we use. If you have any special requirements because of a disability, please let us know in advance and we will make any reasonable adjustments to enable you to participate in the assessment process.

Eligibility to work in UK and identity checks

Appointment to all positions is subject to verification of eligibility to work in the UK, as per the Asylum, Immigration and Nationality Act 2006. You are required to bring specific original documents to interview as specified by the UK Borders Agency. These are outlined in the ID Required download below.

In addition, as a Government contractor we are required to make further identity checks as per the Cabinet Office’s screening standards for many of our roles – further details on the identity checks will be supplied with your interview invitation letter if applicable.

References

After a job offer has been made, Shaw Trust will approach your previous employers for references in line with our Referencing Guidelines below. We require references from all places of work and full-time study from the past three years. If you have been out of work, a personal reference will be used to cover gaps of six months or more. Any offer of employment will be conditional subject to receipt of satisfactory references.

Criminal Record Checks

For positions where you will be in contact with young people or vulnerable adults, any appointment is subject to an Enhanced Disclosure from Criminal Records Bureau (if based in England or Wales) or from Disclosure Scotland. Appointments to other roles where you will have access to Government property, systems or information will be subject to a Basic Disclosure Scotland check. Further information is available in our Criminal Records Bureau Screening Policy below.

Qualification Checks

Checks will be made on professional qualifications or memberships (see guidelines download) where they are specified as essential in the Person Specification. Please bring with you to interview any relevant certificates or membership card and a photocopy thereof. For clinical positions, it will be a contractual condition to maintain membership of a relevant professional body during your employment.

Recruitment Agencies

We do not accept speculative applications or calls from recruitment agencies.

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