Recruitment and selection guidance

Job description/Person specification

A Job Description and Person Specification are included with each vacancy advertised and provide further details about the job and the experience, skills and knowledge required. Should you feel that you do not meet all the criteria, we would still encourage you to apply as each application will be considered on its own merits.

Application form

Please complete the application form as fully as possible (CVs will not be accepted). We prefer applications to be submitted online via our website. Applications are short-listed against the criteria on the person specification.

Please provide examples of how you meet each of the criteria on the person specification and ensure you tell us about all your relevant skills and previous experience. This can be from previous employment, voluntary work or leisure interests. (Use one additional sheet if there is not enough space on the application form).

Equal opportunities monitoring form

Grand Union Housing Group i(GUHG) s an equal opportunities employer and aims to meet both its statutory duties in relation to equal opportunities and to follow accepted good practice in this area. In order to meet this aim we routinely collect information on ethnic/racial origin, gender, disability etc from all existing and potential employees for monitoring purposes only. To support this aim, please complete the monitoring form and return with your completed application. This information is held by the Human Resources Department only and forms no part of any selection process.

Immigration, Asylum And Nationality Act 2006

In accordance with the Immigration, Asylum and Nationality Act 2006 and if applicable, the Home Office Registration Procedure for new EU Countries, if you are invited to attend a selection event you will be required to bring an original document with you which proves your eligibility to live and work in the UK (details of acceptable documents will be provided with your invitation letter). If appointed this will be a condition of the offer of employment – further details will be given within your offer of employment.

Equalities Act 2010

In accordance with the Equalities Act 2010, if you classify yourself as disabled, requests for reasonable adjustments will be considered regarding the application and selection process.

In compliance with our commitment as a "Positive about Disabled People" symbol user; if you class yourself as disabled in accordance with the Equalities Act 2010, you will be short-listed, if you meet the minimum essential criteria on the Person Specification.

Data Protection Act

In accordance with the Data Protection Act 1998, information given at the time of your request for an Application Form and on your returned completed Application Form, will be collated and retained for monitoring purposes to ensure continued fairness of the organisation's recruitment process. All information will be confidential to the organisation and not disclosed to a third party, unless required by law.

Shortlisting

On receipt of your application, your monitoring form will be separated from your application so that recruitment and equality and diversity statistics can be compiled. Your monitoring form is not seen by the shortlisting panel. Applicants are assessed by the line manager and a member of the HR Team. Applicants are scored against the person specification with the information provided on the application form. If you are successful you will be contacted and invited to attend a selection process. We are unable to reply by letter to applicants that are not short-listed due to cost implications as our funds are directed towards providing social housing. We will however reply by email if you include an email address on your application.

Selection process

The selection process will consist of an interview by a panel of two or more people. The panel will usually consist of the line manager and a member of the HR Team. Occasionally, other panel members may include a tenant or another department manager. All panel members are trained to ensure that the interview is conducted in a fair and consistent manner and the candidate is assessed by their answers to questions prepared by the panel. All candidates are asked the same questions. In order to prepare for your interview you should:

• find out as much information as you can about the Group and the role and department you have applied to work in
• look carefully at the criteria on the Person Specification and think about how you might be able to demonstrate how you will be able to meet those requirements
• ensure you are familiar with the location of your interview, parking facilities etc. Directions can be provided if necessary.
  

In addition to the interview candidates may be required to take part in an assessment relating to the duties and level of responsibilities of the job. This could involve tests such as Word or Excel tests, presentations or role play exercises. You will be notified before hand if this is required for the post.

Criminal Records Bureau (CRB) Disclosure

What Is a disclosure?

The disclosure service provides organisations a means to check the background of job applicants to ensure that they do not have a history that would make them unsuitable for employment in particular positions.

There are three levels of disclosure:

• enhanced
• standard
• basic

It is our policy to require enhanced disclosure.

What Is an enhanced disclosure?

An enhanced disclosure will include checks on:

• local police records
• the Police National Computer (including current and ‘spent’ convictions, cautions, reprimands, final warnings)
• Government Department lists (DfES, DH) detailing those who are banned from working with children or those considered unsuitable to work with vulnerable adults.
  
  

Rehabilitation of offenders

We will not automatically bar applicants from employment due to conviction or other revealed details. Selection decisions will be made taking into account the circumstances and background of revealed information relevant to the job that is being applied for. Results of disclosures will be discussed with applicants before any final selection decision is made. Please view our policy statement on the recruitment of ex-offenders. If you require clarification please call the NACRO Resettlement Plus Helpline on 0207 840 6464.

Selection results

All candidates, successful or otherwise, will be informed in writing of the result of the selection process. We offer feedback of your selection process and a number to call will be provided in your letter should you wish to take advantage of this.

Qualifications

Declaration of any applicable academic, professional or vocational qualifications on your application form will be checked by the HR Team before successful candidates start work by requesting sight of the original certificate.

Application process

The application process is identical across the Group, covering GUHG, Aragon Housing Association, MacIntye Housing Association and South Northants Homes.

Our preferred method of receiving applications is for them to be submitted online. Please check you have completed and returned the application and equal opportunities monitoring form. Please use the ‘submit by email’ button on the application form or alternatively save the completed documents and attach to an email and  mailto:jobapps@grandunionhousing.co.uk.

If you prefer to send your application by post please send it to:

Human Resources, Grand Union Housing Group, Martell House, Cranfield Technology Park, Milton Keynes. MK43 0TR.

Please note that applications submitted after the closing date will not be considered.