Our hiring process

We advertise all our current jobs on our vacancies page. We like to be open and honest, so we’ll give you as much detail about our roles as we can and include essential criteria you need to meet before you consider applying.

Applying for our roles online is easy; application forms can be completed all at once or in stages if you need to save and revisit it later. Just as long as it reaches us by the closing date. We’ll also ask for your CV, and in some cases a covering letter to compliment your application form.

Here’s some top-tips for completing your application to maximise your chances of success:

• Do your research – there’s plenty of information about us on our main website
• Read the advert, job spec and person spec thoroughly to understand the role responsibilities, and to check that you meet any essential criteria (such as experience, qualifications or holding a full current driving licence)
• Match your skills, experience and key attributes to the job/person spec and evidence these in your application to demonstrate how you could fit into the role
• Familiarise yourself with our values – we do the right thing, we work together and we get things done!
• Make sure your CV is clear, accurate and up-to-date before uploading it to the portal. Double-check spelling/grammar and formatting too!
• Put thought and effort into completing all sections of the application form. The supporting statement is an important part of the application process and is used for shortlisting purposes. Our roles can be really competitive, so it’s important you really try and stand out from the crowd
• Review your application before submitting. It may be worth asking someone to read it through on your behalf. Don’t forget to run a spell/grammar check – attention to detail is key

If you'd like help completing your application or need assistance due to a disability or language barrier, you can contact our Recruitment Team on 01403 224 515 or by emailing recruitment@shgroup.org.uk.

What happens after you apply for one of our roles?

Ideally, you’ll hear from us within a week of the closing date, and this will usually be by email. Though sometimes this may take longer, especially in situations where we receive a high volume of applications. We’ll try to manage your expectations the best we can, and our adverts will usually tell you when we’re looking to shortlist and interview. Please check your emails regularly, including your spam folder. If you aren’t successfully shortlisted, often it’ll be because other candidates more closely matched the criteria for the role. It could be that you may be better suited to another role; in which case, we’ll make referrals to other departments who may have a more suitable vacancy for you. If you make it to the interview stage but aren’t successful, we’ll be more than happy to provide you with constructive feedback so you can understand the decision and help you for future interviews. We don’t want you to be put off from wanting to apply for our roles in future. As the old proverb says; if at first you don’t succeed – try, try again!

Our interview and assessment process

Hiring the right person for the right role is crucial. We invest a great deal of time in the support, development and growth of our colleagues. As part of our hiring process, we want to give you every opportunity to show us the skills and attitudes you can bring to the role and the organisation. We’ll hold interviews for every vacancy – we’re equipped to carry these out remotely (via Skype, Microsoft Teams) or may want to do this in person at one of our offices. We’ll ask you some questions to get to know you, and also explore your skills, experience and attitudes in more detail. As well as a panel interview, you may be asked to carry out some additional tasks so you can be thoroughly assessed. You could be asked to complete some online assessments, prepare and deliver a presentation to the interview panel, or maybe to complete a role related in-tray exercise or case study. But don’t worry - we’ll give you plenty of notice so that you can prepare in advance.

Safeguarding

We’re committed to safeguarding and promoting the welfare of young people and vulnerable adults. We expect all Group colleagues to share this commitment too!

Recruiting ex-offenders

We know that discrimination is more likely to occur within minority groups in society. So as an equal opportunities employer, we work hard to eliminate any potential discrimination during our hiring process or within the workplace. We use the Disclosure and Barring Service (DBS) to help assess the suitability of applicants for certain positions; making sure that precaution is taken when recruiting people who’ll be working with vulnerable groups to help reduce any risk. Because of the nature of our work, some of our roles are subject to a satisfactory DBS check. When applicable, it’ll be clearly stated on the person spec and job advert for the role and may be discussed with you at interview. Even spent convictions will need to be disclosed for some of our roles.