If you are interested in working for a successful team, please read the information below and download our application pack.
Information and Guidance for Applicants
A Guide to Behavioural Competencies
Please ensure that all sections of the application form are completed fully. Please note that we do not accept CV applications. Application forms ensure we are as consistent as possible in our short-listing process. Forms can be returned to email@example.com.
Please ensure you refer to the details on the Role Profile and in particular the behavioural competency requirements when completing the ‘suitability for the role’ section of the application form. This section of the application form is very important as it gives you the opportunity to make your case for the job you are applying for. You can find further details on behavioual competencies by downloading our guide above.
We hold the Investors In People accreditation showing our commitment to continuous business improvement through our people.
Our organisation is signed up to the disability confident scheme.
Recruitment and Selection Policy
Our policy is to ensure that the Recruitment and Selection process is as objective as possible. All applicants are assessed against the same criteria and every effort is made to give them an equal opportunity. Staff will be selected on the merits of their application form, qualifications, skills and experience.
Equality and Diversity Policy Statement
Performance Through People is committed to Equality and Diversity in every aspect of our business. We recognise the valuable and enriching contribution which people with a range of experiences can bring to the life and development of the company.
Data Protection Act
The information or data supplied on the application form will be processed and held on computer and, if appointed, held on your personal records. The data may be processed by Performance Through People for the purposes of equality monitoring, compiling statistics, and for the keeping of other employment records.
By signing and returning the application form you will be deemed to be giving your explicit consent to processing of data contained or referred to on it, including any information which may be considered to be sensitive personal data.
Disclosure of Criminal Convictions
In addition to the Rehabilitation of Offenders Declaration on the application form, we will require newly appointed staff to undergo a DBS check. If this is required it will be noted on the Role Profile.
Safeguarding Policy Statement
Performance Through People has adopted a whole organisational approach to Safeguarding and is committed to fulfilling its responsibilities and promoting the welfare of all learners, and ensuring that we have a culture of vigilance that minimises any risks to learners.
Performance Through People believes that it is unacceptable for a learner to experience abuse of any kind and recognises its responsibility to safeguard the welfare of all learners by commitment to practice that protects them.
Confirming your identity, evidence of eligibility to work in the UK and qualifications
In accordance with the requirements of the Immigration, Asylum and Nationality Act 2006, if you are appointed to a position you will be required to produce evidence of your eligibility to work in the UK. In addition to this, we will need to see original qualification certificates (where applicable) and proof of your identity.
Stage 1: Application
You may submit an application form in respect of a current vacancy or submit a speculative application. If you have sent a speculative application, we will hold your details on file for a maximum of six months until a suitable vacancy arises. Your application will then form part of our short-listing process.
Stage 2: Contacted
Successful applicants will be short-listed and contacted as soon as possible after the closing date. This would normally be within three weeks of the closing date. Due to the high number of applications received, regrettably we cannot reply to every applicant. If you have not heard from us within 28 days of the closing date, your application has been unsuccessful.
Stage 3: Interview
Getting the right person is extremely important to us. As part of your interview, you may be asked to carry out a presentation/task and complete an assessment. Details will be provided in your invitation letter to attend an interview.
Stage 4: Confirmation
Confirmation letters will follow for both successful and unsuccessful interviewees.
Whatever the outcome of your application, thank you for the interest you have shown in working for Performance Through People.