As a Disability Confident Leader, we are committed to:

• Actively looking to attract and recruit disabled people
• Providing a fully inclusive and accessible recruitment process
• Offering an interview to disabled people who meet the minimum essential criteria for the job
• Being flexible when assessing people so disabled job applicants have the best opportunity to demonstrate that they can do the job
• Making reasonable adjustments during the recruitment process
• Encouraging our suppliers and partner firms to be Disability Confident

A good question to ask yourself is, “What do I need in order to demonstrate my potential?” The key word here is ‘need’; if you need it rather than simply want it, it is likely to be reasonable.

We are committed to providing a fully inclusive and accessible recruitment process and making reasonable adjustments as required. If you have any concerns or are unsure of what reasonable adjustments are available, get in touch with the Recruitment Hub team.

Examples of adjustments include (but are not limited to):

• wheelchair access
• sign language interpreter
• induction loop
• written material in Braille or large print (please specify size of font)
• personal support or assistance
• keyboard for written tests
• additional time to complete an assessment
• accessible parking
• assistance in and out of vehicle
• rest breaks in between the interview/assessment

Please tell us on the application form if you need any adjustments to be made – there is section specifically for this purpose. If you are invited for interview, you will be sent a confirmation letter confirming the details. At this stage you are also able to advise the recruiter of any reasonable adjustments you require at the interview.

Remember that you must inform the recruiter of the adjustments you require prior to completing each stage of the recruitment process; leaving it until afterwards is too late and you may not be given the opportunity to re-sit an assessment.

For Lecturer and Senior Lecturer applications please view our Academic and clinical guidance notes, which sets out the mandatory areas that must be covered in your application.

Where the successful candidate/employee requires permission to work in the UK under the Skilled Worker or Temporary Worker Government Authorised Exchange route; and

• will be employed in a research, academic, engineering or technician role
• undertaking research activities at PhD level or above
• in one of the Academic Subjects/Fields of Research relevant to ATAS; and
• is not an ATAS exempt national,

they will be required to obtain a free of charge ATAS certificate before the College can issue a Certificate of Sponsorship and they can apply for a visa to work in the UK.

Due to the detailed checks needed, the Staff Compliance Team will only be able to make an assessment on whether an ATAS certificate is required after the recruitment and selection process has been completed and you have been offered a position.

Skilled work sponsorship rules have changed from 01/12/2020 and the new Skilled Worker Route replaced Tier 2 General. This new route has reduced the minimum salary and skill thresholds, so it is possible to sponsor certain roles under the new rules, that were not permitted previously under Tier 2.

Due to the detailed eligibility checks needed, the Staff Compliance Team will only be able to make an assessment on whether we can sponsor after the recruitment and selection process has been completed and you have been offered a position.

Therefore, we recommend that make an initial self-assessment whether the role is potentially likely to be eligible under Skilled Worker Route sponsorship rules. You may find it useful to review the UKVI Skilled worker visa guidance, Gov.uk Appendix eligible occupations, and the required skill and salary level etc. Please also see our online guidance in line with the government’s published immigration rules.

If you meet the person specification criteria for the advertised role and believe the job is potentially sponsorable, or you are able to apply for permission to work under an alternative UK immigration route then we would encourage you to apply for the role.

The College is fully committed to equality of opportunity, and the assessment for the post would be made on your application evidence provided and your suitability against the person specification and job description for the role.

Your visa status / nationality would play no part in the selection process, and any related questions asked on the application form are so that we can promptly advise on right to work, following any offer of employment. However, if you were offered the role, any offer would be conditional on a satisfactory right to work check, and you holding suitable permission to live and work in the UK.

Positions will come to a close at 11.59pm on the set closing date.

Once the job advert for the vacancy has closed, the selection panel will review all applications against criteria outlined in the Person Specification. As soon as a decision is reached, we will contact shortlisted candidates to arrange an interview. 

We will also email candidates who have not been shortlisted for an interview to advise them that we are not progressing with their application at this time.

Normally applications are only reviewed after the closing date of the job vacancy. Depending on a number of factors, such as the volume of applications, the work demands of the selection panel or the urgency of the recruitment, the time taken for shortlisting will vary across our vacancies.

Typically, applicants will receive an outcome approximately two weeks after the closing date, however, it may take over a month before you will hear from us. Every candidate will be contacted via email from our recruitment system so before contacting us, please do check your spam/junk folder regularly just in case our communication has been filtered out of your inbox.

Whilst we appreciate the time and effort put into completing your application, regrettably due to the number of applications we receive we are not able to provide feedback to candidates who are not invited to an interview. Where possible, we will endeavour to respond to feedback requests from our existing staff to assist with their development.

All interviews will be conducted by a panel consisting of a minimum of two people, usually three, and will normally include the Line Manager of the vacant job. 

If you are invited to attend an interview, you will be notified with good time to prepare and be provided with full details including who you will be meeting, what you need to bring (including evidence of your right to work in the UK and any relevant qualification certificates), and information of any other selection methods that will be used, such as a presentation or a skills test. 

If the interview is to be conducted remotely via a video call; you will be provided with a separate calendar/meeting invite with a link to join the call.

Invited candidates are able to select their preferred interview slot on a first come first served basis and according to the interview panel’s availability. All interviews will normally be conducted during business hours, 9:00 – 17:00 UK time.

After the interview you will be contacted as soon as possible and informed whether or not you have been successful. We will provide interview feedback where requested.