Our recruitment process
Shortlisting and interviews
Shortlisting is based on the skills, knowledge and experience that you present on your application form. The applicants whose skills, knowledge and experience most closely meet the person specification are called for an interview. If you are shortlisted for interview you will be contacted in writing or by telephone.
At the interview, questions relating to the person specification are asked and the panel will take notes of your answers. The panel, which normally consists of two or three people, will ask you questions which should allow you to expand on your application and show how well you meet the requirements of the post. You too will have the opportunity to ask questions you have about the position or Octavia.
Fairness
Octavia tries very hard to ensure that every stage of its recruitment process is fair. We have a duty to ensure that everyone is treated without discrimination and hope that you feel that this is the case even if you have not been appointed.
As Octavia meets the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974, all applicants who are offered employment in positions which deal with ‘vulnerable’ adults will be subject to a criminal record check from the Criminal Records Bureau before the appointment is confirmed. This will include details of cautions, reprimands or final warnings, as well as convictions. Octavia will only seek a Disclosure in relation to posts that involve a degree of risk to ensure that people with such records are not inadvertently placed in vulnerable positions within the organisation. A conviction or caution will not necessarily be a bar to employment.
If you feel that you have been treated unfairly in your application, please write to the Head of HR who will investigate the matter further.
We thank you for your interest in working for us and wish you success in your application.
