Vacancies

 

Top tips

• When you have found the role that you would like to apply for, before you apply, we advise contacting the manager in advance to find out a bit more about the day to day of the role. The advantage of doing this is to ensure that this role is exactly what you think it is before you put ample effort into applying. Sometimes, certain job titles can be a bit misleading, or don’t quite capture exactly what the role does day to day, so its good to get this checked out before you take the next step.

• Read the advert, job description and person specification fully. The person specification is vital when looking at the essential criteria, as mentioned above.

• Ensure you read each of the questions carefully and complete all part of the application form. Providing as much information as you can at this stage will enable a smoother recruitment process if you are successful in post.

• Be honest in your application as you may be asked about answers you put on your application form throughout the interview process.

• Make sure your email address and contact number is correct and one that you regularly check, as that is how you will be contacted by the manager and recruitment team. 

 

What happens after the closing date? 

The recruiting manager for the role will shortlist (review) all the applications once the job has closed. It is sometimes necessary to close vacancies before the closing date, so we advise ensuring you get your application in as soon as possible.  For fairness and equality reasons, no personal/monitoring information is provided to the Recruiting Manager at this stage. If any applications declare a disability, or fall in the ‘Step into Health’ criteria will be marked and shortlisted, provided they meet all the essential criteria for the role. 

All Recruiting Managers are expected to shortlist in an objective manner where each application is assessed against the same person specification. The shortlisting exercise should take place within one week of the closing date, but can sometimes take a little longer. We are working with our managers internal on ‘Values Based Recruitment’ and we anticipate to showcase our values by getting this shortlisting done as quickly as possible under operational pressures. 

If you have not heard anything within 4 weeks of the advert closing, please assume that you have not been successful this time around. If you plan to apply for other jobs within the Trust, it would be valuable to ask for feedback on your application to understand why you were not shortlisted. Please contact the Recruiting Manager via telephone on the advert for feedback.

 

What can I expect from the interview? 

If you are successful at shortlisting stage, you will be invited via TRAC to interview. Sometimes, these emails do fall into the junk folder of certain inboxes, so please ensure that you have approved emails from TRAC. Your invite to interview will outline the date, time and location of the interview. If you would like to know more about the location, or how the interview is going to be set up in advance, you are welcome to contact the Recruiting Manager to ask to pop in for a visit, or just make yourself aware of the surroundings so it is one less thing to worry about on the day. 

The panels can vary but will usually be up to three staff (possibly more if it is a higher banded role), and we are working towards a ‘values’ based interview process, ensuring we capture skills, competencies and values within this part of the recruitment process. The length and ask of the interview will depend on the job. It could last between 20 minutes to 1 hour, and you will be notified in advance if you are expected to present at interview. Don’t hesitate if some panel members are taking notes throughout the interview, this is to ensure they capture all the points in your interview, so don’t be put off by any lack of eye contact if that is the case. 

 

When will I hear back? If I am unsuccessful, do I get feedback?

At the end of the interview, a member of the panel should let you know when they intend to make a decision, but do ensure you ask the question if not. Please also let them know your preferred method of contact, whether that be via the phone or email. It is important to us here at UHP that candidates are aware of their strengths and weaknesses in an interview situation, particularly if you intend to apply for future roles at the Trust. If you are not offered feedback but feel you could benefit from it, please contact the Recruiting Manager shown in the advert.