Recruitment Process

We have designed our recruitment process so that it is fair to everyone.

Step 1:   Application process

Once you have selected the vacancy which you feel best fits your skill set and criteria, simply follow the online application guide where you will be prompted to complete various questions. The ‘Supporting Information’ section provides you with an opportunity to sell yourself - so make sure you use it to your advantage.

Step 2:   Short listing

When the vacancy has closed we will review your application against the job description and person specification. If successful, you will be invited to complete our online testing.

Step 3:   Interview

When you have successfully reached this stage you will be invited to attend an interview/assessment centre. This normally consists of a standard interview, and perhaps completion of either a short role play based exercise, group exercise or written exercise.

Step 4:   Outcome

If you are successful then we will contact you, usually by telephone, to offer you the position. This will then be confirmed in writing.

If you have not been successful we will contact you via email, providing you with the opportunity to obtain interview feedback if you wish.  

If you are offered the position:

Step 5:   Pre-employment checks

Once you have successfully been offered a role with BCHA, we are then required to carry out a series of employment checks. The checks that we carry out will depend on the type of job you will be doing.

The types of checks that are carried out:

Employment history and references
It is important that you provide us with your full employment history on your online application form, and also highlight any gaps in employment. We will obtain references to cover the last three years from your current and previous employers.

Identification documents
You will be required to provide proof that you have the right to work in the UK. This will mean that you will need to produce either a document, or a combination of documents to confirm you are eligible. For example, a passport, a visa, or immigration documents if you are a non-national.  

Professional qualifications
If your role requires a particular professional qualification we will need sight of this.

Criminal record and barring checks
Depending on the role, we may be required to check whether you have a criminal record. Your offer of employment will be subject to a satisfactory disclosure from the Disclosure and Barring Service.

The Rehabilitation of Offenders Act 1974 helps rehabilitated ex-offenders back into work by allowing them not to declare criminal convictions to employers after the rehabilitation period has elapsed and the convictions become ‘spent’. During the rehabilitation period, convictions are referred to as ‘unspent’ (current) convictions and must be declared to employers within the application form.

Failure to reveal information relating to convictions that you are required to identify, could lead to the withdrawal of an offer of employment.

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