Careers
Recruitment should respect candidates while protecting people receiving care. We explain the stages, request information at the appropriate time and provide a route for reasonable adjustments.
For
Job applicants and recruitment partners
You'll learn
Know the stages, checks, timing and what information will be requested.
Sections
8 covered
Call
0115 681 2514
01
Read the full vacancy and submit the requested information. The application should focus on experience, values, availability and role requirements. An immediate confirmation provides a reference and next-step expectation.
02
Recruitment checks the essential criteria, work eligibility information, availability and any role-specific requirements. Equality-monitoring information is not used to make the selection decision.
03
The interview explores values, judgement, communication, safeguarding awareness, practical role understanding and relevant experience. Some roles may include a written, scenario or practical assessment, with adjustments where reasonable.
04
An offer may be conditional on identity, right to work, DBS, references, qualifications, employment history, health or role-suitability information and other lawful checks.
05
Discrepancies, gaps and concerns are reviewed fairly and proportionately. Applicants must provide accurate information. A check does not automatically determine the outcome without context, except where law or role requirements apply.
06
Successful candidates receive documents, policies, training, systems access and supervision. Observed practice and competency are used before independent or higher-risk duties.
07
Candidates receive an outcome through the approved route. Recruitment records are retained according to the privacy notice and retention criteria.
08
Tell us if you need an accessible format, extra time, physical access, communication support or another reasonable adjustment. Requesting an adjustment should not disadvantage the application.
Answers
Applications receive immediate automated confirmation and an initial human update within five working days.
Normally at the appropriate conditional-offer or safer-recruitment stage, unless the vacancy states otherwise.
Only where law, policy, risk assessment and approved supervision arrangements permit. Applicants should not assume this will be possible.
Care providers need a clear employment history for safer recruitment. Candidates can explain gaps without being judged simply for having one.
The recruitment team can consider adjustments, but it may not be appropriate to provide every assessment question beforehand.
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