How to apply

Tower Hamlets Homes is committed to the highest standards in equalities as an employer and as a service provider. All our managers have been trained in effective recruitment and selection methods and the recruitment process is closely monitored to ensure equality of opportunity for all applicants.

Applying for a vacant post

We will compare your application form against the essential criteria for the post outlined in the person specification. The person specification describes the abilities, skills, knowledge and experience you will need to do the job. Only applicants that meet this essential criteria will be invited to attend for an interview/test. Please study the personal specification carefully and write out your application so that it covers all the requirements listed. You may want to use subheadings as part of your supporting statement.

Checklist

• Complete all sections of the form

• Personal Details: Please tick the appropriate box if applying for a job-share. You can apply with or without a job share partner.

• Employment History: You must give your full employment history; paid or unpaid and explain any gaps in employment.

• Education Qualifications & Training: Please list these and record any membership of professional bodies. Please note, if you are appointed, we will need to see your original qualification certificates that are relevant to the post.

• Personal statement: Choose those areas of your abilities, skills and experience that are relevant to the job you are applying for. Remind yourself of qualities and skills you may take for granted. Remember, as well as telling us about paid work you have done, you should also consider other experience you may have. This might include experience gained at home, in the community or through voluntary, leisure or college activities. You should provide evidence, using examples to demonstrate. For example “I managed conflicting deadlines” – then explain how you achieved this. If you are starting work for the first time, we know you may not be able to fill in much detail in this part of the application form so give us as much information as you can in the other sections.

References

It is our policy to approach current or most recent employers, whether or not you name them as a referee. We also approach additional previous employers where necessary.

For posts PO6 and above, references are taken up in advance of interviews.

Prevention of illegal working

Under Section 8 of the Asylum and Immigration Act 1996, it is a criminal offence for an employer to employ a person who is subject to immigration control (i.e. a person who requires leave to enter /remain in the UK) unless he or she is entitled to be employed in the UK. We are obliged to ask all successful applicants to provide evidence that they are entitled to work in the UK. Before we can confirm the offer of employment, you must provide relevant proof of eligibility to work in the UK.

Rehabilitation of Offenders Act 1974

The Rehabilitation of Offenders Act 1974 was passed by the Government, to ensure that anyone convicted of a criminal offence were not permanently disadvantaged in the job market. In essence, people are to be given another chance. You do not have to advise us of ‘spent’ convictions (except [1] below) but if you have a criminal conviction that is not ‘spent’ (see www.lawontheweb.co.uk) you must advise us of this.

[1] Some jobs, mostly those involving working with children and vulnerable adults, are exempted from the Act and so any criminal conviction is never considered to be ‘spent’ and you must advise us of any conviction you have had in the past. The job description will state whether the post you are applying for is exempt from the Rehabilitation of Offenders Act.

Criminal Records Bureau (CRB Checks)

We use the CRB Service to assess the suitability of applicants for positions of trust and fully comply with the CRB’s Code of Practice. We undertake to treat all applicants fairly and not to discriminate unfairly against anyone who is the subject of a Disclosure on the basis of convictions or other information revealed. A criminal record will not necessarily be a bar to your appointment. The job description will state whether a CRB check is required.

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