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3. Appointment

If you are successful at interview, you will be offered the role subject to satisfactory pre-employment checks which may include the following unless stated otherwise:

  • employment references - these should be from your 2 most recent employers or academic tutors if recently leaving full time education. Please ensure your referees are willing to supply a reference prior to putting them on the form and ensure their contact details are correct. Personal referees will not be accepted
  • an assessment by an occupational health specialist that you are fit for the proposed employment.¬†You will be asked to complete a pre-employment health declaration form which does not disclose any specific medical issues to us. Applicants who declare a medical issue are contacted by our occupational health provider to carry out an assessment. No medical details are disclosed to us but we will be provided with an outcome which either declares you fit or unfit for the proposed employment, with recommendations for reasonable adjustments to the work role/environment as necessary. This will not form part of the selection process and you will not be discriminated against if you declare you have experienced a mental health problem or have a disability
  • checking professional qualifications where essential to the job. Original certificates will need to be provided prior to taking up employment.
  • eligibility to work with children/vulnerable adults or in other roles which require a disclosure & barring service (DBS) check. A DBS check application will need to be made and the relevant level of check certificate disclosed to us and passed as satisfactory prior to commencing employment
  • verifying identity/eligibility to work in the UK*. You will be asked to provide documentation which confirms your identity and your eligibility to work in the UK on your first day of employment. Failure to complete these forms or provide the requested documents will result in a delay in the recruitment process and may result in an employment start date being deferred or the withdrawal of the offer of employment altogether

Once all checks have been completed to the satisfaction of us, offers will be confirmed.

*Under the Immigration, Asylum and Nationality Act 2006, it is illegal to knowingly employ someone who is not allowed to work in the UK. As an employer, we have a duty to check potential employees' documents before employing them, to ensure they have the right to work in the UK. If you need help or advice regarding asylum and immigration checks please visit www.bia.homeoffice.gov.uk/

When this content has been updated

Last updated 20 January 2016