Recruitment Process

Recruitment Processes

Applications

You will be applying online.

If we have a particularly large volume of applications, we may pre-screen them in line with mandatory role requirements. This may involve use of an automated keyword search tool.

Short-listing

Once a vacancy has closed, a panel will be convened to review applications and candidates will be shortlisted for interview. We will then invite shortlisted candidates to interview. Unsuccessful candidates will be advised.

Your Assessment

The assessment process will vary depending on the type and level of role.

There will always be at least one interview. The panel may identify the need to invite some candidates for a second interview to obtain additional information.

First interviews may be conducted face to face or remotely (by telecon or videocon).  If remote, candidates will be given the chance to test videocon technology before interview.

Any second interviews will usually be conducted on site at our global Headquarters in the UK.

All candidates for a role are asked a standard set of core questions for the post concerned which are designed to explore your fit with the role requirements specified in the job description. You may be asked follow up questions based on the answers you give. You may also be asked some additional questions based on your application and/or experience.

If you need to prepare anything such as a presentation you will be advised of this before the interview.

Please come prepared with any questions which you wish to ask.

Psychometric tests may be used as part of the assessment for leadership roles.

Offer of employment

An offer of employment will be made to the selected candidate, subject to the following background checks:

References

You will need to provide the names and contact details of at least two referees, one of whom must be your current or most recent employer. If you are currently working and do not wish for us to contact your employer until you have accepted our offer of employment, then this should be stated.

Disclosure of criminal convictions

We carry out a Basic Criminal Records Bureau (CRB) check on all new staff to check for live criminal convictions. Having a criminal conviction is not necessarily a bar to employment with SKA Organisation, and convictions are dealt with on a case by case basis. However if it is subsequently discovered that you have a live conviction that you haven’t told us about then this may result in your employment being terminated (if you have already started work) or your offer of employment being rescinded.

Further guidance on disclosure of criminal convictions is available at www.nacro.org.uk.

Verification of academic qualifications and membership of professional bodies

We will carry out a background check to verify your relevant academic qualifications and membership of professional bodies.

Medical clearance

It is a condition of employment that new staff complete a medical check. You will be contacted by our Occupational Health advisors. You will not be contacted until after you have accepted an offer of employment, and the purpose of the check is to provide guidance as to any adjustments we may have to make to enable you to undertake your employment effectively.