Recruitment Process

If you are applying online or completing a hard copy of an application form, you will need to use the job description and job specification to help you complete the form. Both will be provided by the Trust.

Job description

The job description gives an outline of the purpose and main responsibilities of the job and may refer to the standards relevant to the post.

Job/personnel specification

The job/personnel specification gives a description of the various essential criteria required for the post such as qualifications, experience, health requirements, knowledge, skills and the requirement to have an acceptable attendance record in your current/previous job.

Completing the application form

Outline how you meet all the criteria that are set out in the job description and job specification. Only information that you have included in the application form can be used to consider if you would be suitable for the job.

Submit your application either online, in person or by post, before the closing date, as late applications cannot be considered. The closing date and how to return an application will be clearly stated on the application form.

All applicants should enter the names and contact details of two referees. At least one of the referees should have knowledge of your recent work and be in a managerial position. If you are a school or college leaver then you could use a teacher, principal or tutor as referee.

Checklist for completing the application form


A shortlising panel, which includes the line manager for the post, will be set up to assess each application.

Only those candidates who have clearly met the essential criteria in the job specification will be shortlisted.

As soon as possible after shortlisting takes place, the HR Department will notify each person by letter of the result. If you have been shortlisted then you will be called to the next stage of the process, normally an interview.


If you are shortlisted for interview, a letter will be sent to you outlining all relevant information such as interview location, time and what to prepare.

Depending on the position applied for, you may have to give a presentation.

You will be met by an interview panel, which in most cases will be made up of the same members as the shortlisting panel.

After your interview, the panel will assess your performance against ideal responses using a scoring system. It may take up to two weeks before you hear if you have been successful or not.

Help with preparing for your interview


All appointments are subject to the following:

Pre-employment health assessment

This is carried out by the Trust’s Occupational Health Department and may include a medical examination. No candidate can take up a post until a satisfactory medical report has been received.


Two satisfactory references must be received by the Trust before you can take up post.

Verification of appropriate qualifications

This may include providing copies of examination certificates etc.

Assessment of suitability for working with children or vulnerable adults. This is carried out according to the Guide to the Protection of Children and Vulnerable Adults (NI) Order 2003 (POCVA).

If the post involves access to children or vulnerable adults, then further checks will be undertaken including a previous criminal record check. Again, no appointment can be made until a satisfactory check has been achieved.

Acceptable attendance record

Each situation will be assessed differently using a number of means such as the application form and information from your previous employers.

Equality in recruitment and selection

The Trust’s procedures for recruitment and selection are set in relation to current legislation, to ensure equality regardless of sex, marital status, perceived religious group, ethnic origin, political opinion, sexual orientation, age, race, disability or whether people have or have not dependants. All stages of the recruitment process are focussed on the merit of the individual and the Trust ensures equal opportunity for all.

Applicants with Criminal Convictions

Under the Rehabilitation of Offenders (Exceptions) Order (NI) 1979, when recruiting in the Trust no previous criminal conviction may be regarded as ‘spent’. This is outlined on the application form that states that all criminal convictions (including motoring convictions) must be declared. It should be noted that a conviction does not necessarily exclude an applicant from obtaining employment.

Page last updated:08 February 2013