We’re committed to ensuring that everyone can participate equally in the process, so if you need some adjustments made to do so, please let us know we will accommodate.
Our selection process can vary dependent on the role being recruited for, but overall, we have four main steps that apply to every role.
Once you find a vacancy that interests you, the first step is to complete your application online.
When applying via our careers website, you will be asked some initial questions, including details of your experience, work history and any relevant training you have completed. You’ll also be asked to complete a supporting statement, outlining how you fit our person specification for that role. Below is some advice for what we’re looking for in each section of the application.
Give a list of any relevant formal and informal training. Formal training is training that is certified, e.g. a professional qualification. For each role, we only ask for qualifications where necessary for the role, for example in a finance role where an accountancy qualification is required. Upon being invited to interview, you may be asked to provide evidence of the relevant qualification.
Aside from formal qualifications, we’re interested in hearing about any other training you may have completed that would be beneficial for the role you’re applying for. This could be in the form of training courses, webinars, online learning or attending a conference.
Starting with your current or last employer, please list your relevant job history, detailing your previous employers. Provide the job title and the period you worked for them. Briefly describe the main duties of the post. This information may be used to assess whether you meet the experience required for the vacancy.
This is the most important part of the application. We’re not looking for this section to cover a complete career history – instead, use the relevant parts and focus on the skills you have developed as a result. It is a good idea to address the criteria from the person specification and provide examples to demonstrate how your experience and skillset is a good fit for the role, and for Think Ahead specifically. We’re also interested in hearing how you embody the Think Ahead values and how you demonstrate these through your experience and skills.
Don’t forget other relevant experience outside work that may contribute to meeting the person specification, such as community, voluntary, and other interests. Describe any relevant skills this experience has helped you develop. Remember, it is your skills and abilities relevant to this job that we are looking for. You don’t have to write several pages in support of your application, instead just focus on ensuring you meet the essential criteria in the person specification.
Once the vacancy has closed, our hiring panel will review your application and respond to you within one week of the vacancy closing. Our team will assess you against the person specification for the role and determine your suitability for the position.
After screening you will be advised whether you have been shortlisted for an interview or are unsuitable for the position you have applied for.
We aim to conduct the first stage interviews as soon after screening as possible, subject to the availability of shortlisted candidates and the hiring manager.
We usually run a two-stage interview process. Interviews will either be held remotely via Teams, or held in-person at our offices in Chancery Lane.
Our interviews involve a combination of job-related behavioural and situational questions to better understand your capabilities and prior experiences as well as what you are looking for in your next role.
Our interview dates are clearly outlined in each role’s job pack and advert. When your interview slot is confirmed, a copy of the confirmation will be emailed to you, detailing the date and time, place and the interview panel. If you subsequently cannot attend the confirmed interview slot, please let us know as soon as possible.
Our interview panels always consist of at least two people, and we are committed to having a member of our Service User and Carer Reference Group (SUCRG) on the panel where possible.
If we would like you to prepare a presentation for your interview, we will provide you with the brief and details upon confirming your interview slot, ensuring that you have adequate time to prepare it.
You may be asked to complete a short, written assessment before your interview, the details of which will vary depending on the role you applied for. In the case that this applies to your role, you will be sent information on the task and provided with a window of time to complete at your own pace. Our written tasks assess the skills and competencies needed to be successful in the role, so bear that in mind when you complete it.
In preparation for your interview, we recommend doing some research into who we are and what we do, as well researching our organisational values. The interview is your chance to show us why you want to work here but it is also your opportunity to interview us and determine if we are a good fit for you; so come prepared with any questions you want to ask us.
If you are successful following the first round of interviews, you may be invited to attend a second stage interview. Second stage interviews are typically an interview with a director or our Chief Executive. We will advise you in advance if we need you to do any additional preparation.
The second stage is usually the end of the interview process, but in some cases, there may be further stages. For example, when hiring to a director post, we typically include an interview round with a panel of our trustees.
After your final interview, we’ll call to let you know if you have been successful.
If you are, we’ll make you a verbal offer and aim to confirm a start date. After this point we’ll follow up with everything in writing and ask for your referees. Once you have accepted the offer in writing, we will start the onboarding process.
Your details will remain on file for six months after you have applied for a position with us. If a suitable vacancy becomes available during this time, we may contact you to find out whether you are interested in being considered. At the end of the six months, you will receive an email from our recruitment system asking you to confirm whether you would like your details to remain on file. If you do not wish for your details to remain on file, they will be removed in line with GDPR.
If you are unsuccessful at interview stage, we’ll be able to offer you feedback through a call with the hiring manager. Unfortunately, due to high volumes of applications received, we’re not always able to provide feedback to those who aren’t shortlisted to the interview stage.