What to expect from the recruitment process
Commitment to Safeguarding and Child Protection
St Clare’s is committed to safeguarding and promoting the welfare of children. Applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure and Barring Service. All staff share the responsibility for promoting and safeguarding the welfare of our students and must adhere to, and comply with the College’s Safeguarding and Child Protection Policy.
How do I apply to work at St Clare’s?
Our vacancies are advertised on the Recruitment page of our website. Here you will find a job description, together with a person specification and the terms and conditions specific to that post.
You can apply by completing the appropriate application form and emailing it to email@example.com before the closing date. Email is our preferred way to receive applications, but alternatively, you can post your application to: HR Department, St Clare’s, Oxford, 139 Banbury Road, Oxford, OX2 7AL.
The College will only accept applications from candidates completing the relevant application form in full. CVs will not be accepted in substitution for completed application forms. Any gaps in either the candidate’s education or employment history must be explained and will be explored at interview.
It is important that applicants provide accurate information and candidates should be aware that provision of false information is an offence and could result in the application being rejected or summary dismissal by the College if they have been appointed, and a possible referral to the police and/or Disclosure and Barring Service.
All posts involve opportunity for access to children and St Clare’s is committed to safeguarding and promoting their welfare. Applicants must be willing to undergo recruitment checks and child protection screening prior to appointment, including a Disclosure and Barring Service check. Applicants will be asked to declare with their application form if they have any criminal convictions or cautions. The disclosure of a criminal record may not debar a candidate from appointment as the College shall consider the nature of the offence and any other relevant factors. Information should be submitted under separate confidential cover to the HR department. This information will only be seen by those who are part of the recruitment process and will not be used to select candidates for interview. If candidates would like to discuss this beforehand, they are asked to please telephone in confidence to the HR Manager for advice.
Any unspent convictions, cautions, reprimands or warnings must be disclosed to the College. However, amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found at the Disclosure and Barring Service website.
The successful applicant will be required to complete a Disclosure Form from the Disclosure and Barring Service (“DBS”) for the position. Additionally, successful applicants should be aware that they are required to notify the school immediately if there are any reasons why they should not be working with children.
Applications will be shortlisted against the person specification and job requirements of the role. Shortlisting will take place as soon as possible after the closing date and applicants will be informed if they have been selected for interview. Please note that we are unable to provide feedback to applicants who have not been shortlisted for interview.
Interview and selection
The selection process may involve a job-related task and interviews will be competency-based. Candidates for teaching posts will be required to teach an observed lesson. Candidates will be asked to demonstrate their skills and experience relevant to the post. Any gaps in education or employment history will be explored in interview and candidates will be asked about their suitability to work with children. It is normal practice for interviews to involve a panel of at least two people and one of them will have undertaken safer recruitment training.
All candidates invited to interview must bring documents confirming their identity and right to work in the UK:
- photographic identification (e.g. a current driving licence or a passport)Where photographic identification cannot be provided, candidates must provide a full birth certificate, including evidence of a change of name where appropriate, proof of national insurance number and proof of current address (e.g. a utility bill or financial statement issued within the last three months)
- where the candidate is not a citizen of a country within the European Economic Area or Switzerland, proof of entitlement to work and reside in the UK.
Please note that original documents must be provided. Photocopies or certified copies are not sufficient.
Candidates with a disability who are invited to interview should inform the College of any necessary reasonable adjustments or arrangements to assist them in attending the interview.
Conditional offer of appointment: pre-appointment checks
Any offer to a successful candidate will be conditional upon:
- receipt of at least two satisfactory references .
References will always be sought and obtained directly from the referee and open references or testimonials will not be considered. You should notify us on your application form if you do not wish us to contact referees in advance of the interview;
- evidence of identity and right to work in the UK;
- a satisfactory enhanced DBS check and a check of the Barred List maintained by the DBS. We refer to statutory guidelines in carrying out the required DBS check and comply with the provisions of the DBS Code of Practice;
- a list 99 check.
- verification of professional qualifications, including Qualified Teaching Status, where appropriate;
- overseas checks (usually in the form of police records/certificate of good conduct) for candidates who have worked or been resident overseas in the last 5 years. These must be provided in advance by the successful candidate.
- for teachers – a check that the candidate is not subject to a prohibition order issued by the Secretary of State;
- where the successful candidate will be taking part in the management of the College, a check will be carried out under section 128 of the Independent Educational Provision in England (Prohibition on Participation in Management) Regulations 2014. This applies to all Governors, the Senior Management Team and teaching heads of department.
- satisfactory medical fitness.
Original documents must be provided; photocopies cannot be accepted.
It is the College’s practice that a successful candidate must complete a pre-employment health questionnaire. The information contained in the questionnaire will be held by the College in strictest confidence. It will be reviewed against the Job Description and Person Specification for the particular role, together with details of any other physical or mental requirements of the role. The College is aware of its duties under the Equality Act 2010. No job offer will be withdrawn without first consulting with the applicant, considering medical evidence and considering reasonable adjustments.
Conditional offers of employment are followed up with terms and conditions of employment when all the recruitment checks have been completed satisfactorily.
We value the importance of induction and new employees will receive an induction appropriate for the role.
An interview with a group of flight attendants, studying Combination English. Here’s their view of the course, their accommodation and the British accent.
St Clare’s students have had their artwork included in a special exhibit in the University of Wisconsin, featuring children affected by the Syrian war.
We welcomed our new students in style, and introduced them to Oxford with a dinner at the University of Oxford’s Queen’s College. View the photos.