Westway Development Trust's recruitment process
1. Interview (panel interview, management interview)
2. Tests(dependent on role)
4. Enhanced Criminal Records Bureau check(dependent on role)
Applications are normally requested in the format of a CV and cover letter which should set out how you meet all the requirements listed in the person specification for the vacancy. Some posts will require an application form e.g. apprenticeship posts.
If you do not have access to the internet, please post your CV and covering letter to:
Human Resources, Westway Development Trust, 1 Thorpe Close, London, W10 5XL
For enquiries telephone: 020 8962 5720
Candidates are normally interviewed by the Line Manager of the post and a Human Resources representative.
Interviews last between 30 minutes and 1 hour depending on the vacancy. During the interview you will be asked questions about your skills and experiences in relation to the vacancy. You will be expected to give real life examples of how you have behaved in certain situations e.g. you may be asked to describe a time when you gave excellent customer service or used your initiative.
The recruitment process is very much a two way process and you will have the opportunity to ask questions at the interview so that you can find out more about the post and the organisation to help you decide whether they are right for you.
Candidates shortlisted for vacancies where there is line management responsibility will have two interviews. The first will be with Human Resources and will primarily cover management skills. The second interview will be with the Line Manager of the post and will focus on more technical/job specific aspects of the role.
Please note: There may be be a first stage interview via a recruitment agency, should the recruitment for the vacancy have been outsourced.
Candidates may be asked to carry out tests relevant to the post. For example, a Front of House Sales Mananger candidate may be asked to do a ‘show around’ of the Fitness Club and an Administrator may be asked to write a letter or carry out a data entry exercise.
Due to the nature of our work we require two satisfactory references before a start date is agreed with the new employee. One referee must be the current/previous employer and the other a previous employer. If you will be working with children, please ensure that one of your referees is in relation to a role where you have worked with children. Friends and relatives are not accepted as referees, although, where this is a first job, educational references are acceptable.
Enhanced Criminal Records Bureau Check
For a large number of our posts an enhanced CRB disclosure will be requested upon being offered a post. The type of check required, if any, is specified in our recruitment adverts. We ask that the candidates notify the panel or HR team as early on in the recruitment process as possible if they have any 'unspent' convictions so we can discuss whether the type of record will affect the chances of a job offer being made. Please note that ‘spent’ convictions will also appear on the enhanced CRB disclosure.