All candidates will need to demonstrate that they are eligible to work in the UK – more information can be found at Prove your right to work to an employer: Overview - GOV.UK (www.gov.uk)

These questions inform us of your eligibility to work for us and allow us to adapt our recruitment and employment processes where possible, e.g. if you have a relationship (personal, financial or professional) with a proposed interview panelist and/or manager.

You have the opportunity to disclose any previous, pending or outstanding convictions as part of the recruitment and pre-employment processes. Prior to the interview process commencing, if you are shortlisted, you will be asked to complete a self-disclosure document on arrival at School on the interview day, which will be placed in a sealed envelope. If you are successfully appointed at the end of the interview process, this document will be reviewed by the recruiting manager & HR Manager. If there are disclosures and those require further explanation the School will organise a meeting to discuss, the outcome of which may affect any recruitment decision.

For posts that require a DBS (Disclosure and Barring Service) check either enhanced or basic,  the School will undertake a check for the successful applicant. If you have a criminal record, you are required to tell us about all ‘spent’ and ‘unspent’ cautions and convictions.

We ask that you also tell us about any police reprimands/cautions/warnings that may be revealed by the request of an enhanced disclosure from the DBS. If you are shortlisted, you will be asked to bring identification to the interview and, if appointed, you will be required to complete a DBS check at an enhanced level.

We will obtain references for the successful applicant. All offers of employment are made subject to the receipt of two references, which we regard as satisfactory.

If the role you are applying for involves working with children, young people and/or vulnerable adults and if any of your previous roles (voluntary or paid) involved working with children, young people or vulnerable adults, we will ask for information about past disciplinary issues relating to these vulnerable groups (including any in which the time penalty is ‘time expired’) and whether you have been subject to any child/vulnerable adult protection concerns and the outcome of any enquiry or disciplinary procedure.

Our selection process is based on each individual’s own merits and abilities. The information provided in your application is evidence and used against the essential and desirable criteria required for the post. For more information on completing your supporting statement, please read the “completing your application” guidance.

If you are selected for interview, the HR department will contact you with the details of the interview and explain what you need to bring. Our selection processes normally consist of a full interview programme of between 1-3 days and usually involves an opportunity to meet some other staff and students.  For some roles you may be asked to take part in a written/practical/skills exercise and occasionally the School uses personality and/or aptitude tests.

All offers of employment are made subject to pre-employment checks including a medical questionnaire and reference returns.

Gordano is committed to promoting equality of opportunity for all and eliminating discrimination and harassment.

Robust procedures are in place to ensure that staff who have access to children, young people and vulnerable adults or access to sensitive information about children, young people and vulnerable adults are employed safely.

Safeguarding Documentation

Safer Recuitment Policy Statement