We have tried to cover everything you need to make an informed decision about working at Bishop Burton College.
Our application form will be accompanied by a job description and person specification for the post.
The person specification lays down the essential and desirable requirements for the post. You should ensure, before applying, that you meet all the essential criteria for the post.
You need to demonstrate clearly in your application form how you meet each criteria on the person specification. When short listing for interview, the selection panel will only consider the information in your application form and assess this against the person specification.
When completing your application form, please ensure that you give full and detailed descriptions of your experience. For example, if a post requires computer experience, you would need to give full details of all the systems you have used and for what tasks, as well as how recent your experience is.
You are encouraged to include experience from all areas of your life, such as schools, hobbies, clubs and any voluntary work, as experience does not have to be gained in paid employment to be relevant. Please check before submitting your application form that you have fully completed all sections.
Appointments are only confirmed after a satisfactory medical report. Successful candidates will be required to complete a medical questionnaire, and you may be required to attend a medical examination at our Occupational Health Department.
It is the College’s policy that two references are obtained in respect of each applicant, at least one of which should be a current employer.
If you are unemployed, former employers should be nominated as referees and if you have never been employed, your school head teacher may be used.
The College reserves the right to contact any former employer, or other appropriate person, where it is deemed that some further investigation is reasonably required prior to making an appointment. You will normally be advised wherever such approaches are to be made.
It is not acceptable to nominate members of your family as referees.
Referees may be contacted before interview to allow the selection panel to make an informed decision in a short timescale, but there is space on the application form to indicate if you do not wish this to happen. In such a case, your referees will only be contacted after interview if there is a likelihood that you may be offered the post.
The College requires Disclosure and Barring Service (DBS) checks to be made for all new appointees'.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offence(s).
The criminal record information you are required to provide is not used for shortlisting purposes. However, if you are shortlisted for interview, your criminal record information will be discussed with you if the recruiting officers feel it is relevant to the job for which you are applying.
Under the Rehabilitation of Offenders Act 1974, you only have to declare unspent convictions. However, if the post for which you are applying is one which is an exception under this act, you must give full details of everything on your criminal record. If this is the case it will be clearly indicated in the person specification for the post.
Criminal record information is dealt with in accordance with the Criminal Records Bureau Code of Practice, a copy of which can be supplied on request.
Your completed application form should be sent to emailed to firstname.lastname@example.org or posted to the below address:
Human Resources Department, Bishop Burton College, Bishop Burton, Beverley, HU17 8QG
Please ensure your completed application form is returned before the closing date of the post you are applying for. Late applications are not usually accepted. We are unable to send acknowledgments of receipt of applications unless you include a stamped and addressed postcard with your form.
We aim to publish our planned interview date within each vacancy advertisement and normall provide seven calendar days notice of invitation to attend.
If you have not heard from us within six weeks of the closing date of the post, you should assume that your application has been unsuccessful on this occasion.
Feedback on the reasons for unsuccessful applications is not available.
We have summarised all the above information into a brief guide (available below) for you to download and print.
The guide covers: