You have found a job you love, but what happens now?
How to Apply
It is as simple as completing an application form and telling us about all of the reasons why you should work for us.
Please see below links to some useful guidance notes:
Please note that unfortunately, we are unable to accept CVs and preference will always be given to direct applicants over agencies.
Keeping Children Safe in Education
As an educational provider, we are required to complete certain safeguarding checks for everyone that works for us, the nature of which depends on the specific role. Generally, we are permitted to ask whether an applicant has any convictions, cautions, reprimands or final warnings which would not be filtered in line with current guidance, as defined by The Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020). This Order sets out the circumstances in which an individual can be asked about spent convictions (but not protected convictions or protected cautions) and when an employer can consider these. This includes "any employment as a teacher in a school or establishment for further education and any other employment which is carried out wholly or partly within the precincts of a school or establishment for further education, being employment which is of such a kind as to enable the holder to have access to persons under the age of 18 in attendance at the school or establishment for further education in the course of his normal duties."
We consider that the vast majority of our roles fall under this definition, but more guidance on the above can be found on the DBS guidance and/or from the Nacro/Unlock websites. Each job profile and person specification will also confirm the level of DBS check required for each role.
Gloucestershire College and its subsidiary companies, is dedicated to safeguarding and providing a safe working culture. The recruitment and selection process is in line with Keeping Children Safe in Education guidance and therefore, we do require a number of pre-screening checks to be completed either prior to the interview process or following an offer of employment including, DBS checks, overseas checks (if applicable) and health screening.
Identity and Criminal Record Checks
If you are invited to an interview, you’ll need to bring proof of your entitlement to work in the UK and your qualification certificates.
Non UK checks
If you have spent 3 months or more overseas in the past 5 years you will be required to obtain a Certificate of Good Conduct from the country you were residing in. This is required as the DBS only conduct checks within the U.K and you are required to provide evidence that you do not hold a criminal record overseas. It is important to start the process for obtaining the relevant overseas checks as soon as possible, as it can take some time for them to be obtained.
The DBS website provides guidance on obtaining a criminal record check from a range of countries:
Alternatively, you should contact the relevant Embassy or the police station local to where you were living at the time. We require an official document which states that the criminal records database(s) have been searched, and the details of anything returned should be listed. Some countries advise that if you have not committed any crimes then you will not be on their database. If this is the case, then we will require a letter which states that they have searched their database but that no match has been found. If the document that you receive is in a language other than English, then we will also require an official translation.
You should then provide us with the original document, and a certified translation (if applicable) in order for you to complete the DBS checking process. Please note that you should not delay completion of your UK DBS application whilst awaiting this information: the DBS application and the non-UK check can be in process simultaneously.
If you are unable to obtain a ‘certificate of good conduct’, please email HR@gloscol.ac.uk for more guidance.
The Selection Process Explained
After the closing date for applications we will review your details and start making our shortlist. Everyone is assessed anonymously and we check to see who meets the essential and desirable criteria for the role so make sure you refer to the job criteria in your application.
If on this occasion you are not shortlisted for the role, we’ll contact you by email and you are welcome to call us and ask for further feedback which may help your application next time.
If you are shortlisted for a role, you’ll be invited for an interview. We’ll give you a call to let you know when the interview will be, but also look at the job description for the role as it might be detailed on there too.
Our interview process is a two-way process and gives you the opportunity to ask any questions you might have about the job as well as being asked questions about the skills and experience you can bring to GC.
The selection process may include other activities such as an IT test, work based exercises or scenarios, or a micro-teach where relevant. Full details of the selection process will all be confirmed in an email to you so that you are fully prepared for the day.
One other thing- our selection process always includes an equality and diversity case study and a safeguarding scenario. This is a written exercise which helps us to ensure that all of our staff are committed to equality, diversity and safeguarding from the start of their employment.
If you interested in a job working closely with students, you will be asked to do a ‘micro-teach’ (10 or 20 minute lesson) on a relevant topic. This will be presented to a panel or a group of students.
During your ‘micro-teach’ we ask you to treat the panel as a class of students so that we can experience what our students will if you get the job.
At the end of the lesson the panel (or students) may ask questions on your approach to teaching and will assess your lesson on the following criteria:
- Lesson coherently planned with aims and objectives
- Abilities of students taken into account
- Methods of delivery are appropriate to the subject and learners
- Understanding of lesson content
- Demonstration of current knowledge
- Students are interested and motivated
- Learning is checked frequently
An Activ-board with Powerpoint software will be available if you wish to use it.
If You Get the Job
Congratulations and welcome to the team!
If you are successful at the interview we will try and let you know within 48 hours, if this is not possible, we will let you know at your interview when we can make a decision.
A conditional offer of employment will be made, subject to pre-employment checks including...
- A minimum of two satisfactory references (one must be from your current or most recent employer)
- Depending on role, a full 5 year employment history confirmation may be required (Including satisfactory references from all employers for that period). Gaps in employment (or self-employment) will need to be verified.
- Vulnerable adults and children’s barred list
- Receipt of original certificates of qualifications
- Confirmation of entitlement to work in the UK
- Disclosure and Barring Service Check (DBS, formerly CRB), where applicable
When these checks are complete we’ll confirm your offer and send you a contract of employment.