Job Application Form

Please allow plenty of tiem to complete all sections of the form in one sitting, as your answers cannot be saved.

Job Application Form

Job Details

Personal Details

Asylum and Immigration Act 1996

It is a criminal offence to employ persons whose immigration status prevents them from working in the United Kingdom. Prior to appointment, you will be required to provide evidence of a passport or other documents on the approved list to satisfy HKP that the Asylum and Immigration Act 1996 is being complied with.

Equality of Opportunity

The use of our own Application Form rather than individual CVs helps to ensure equality of opportunity during the selection process. Please note therefore that CVs will be disregarded.

HKP Safeguarding Statement

It is the Duty of Care of the Hangleton & Knoll Project to ensure that any children, young people and adults at risk who are participating within our service are safe from harm and exploitation. The protection from abuse, neglect, exploitation and wellbeing of children, young people and adults at risk is a paramount consideration when providing services. The Project aim to provide an environment that ensures people are safe from potential abuse and will respond to any suspicion of potential abuse in a way that respects the person’s dignity and reinforces responsibility to the children and young people and adult at risk.

If you are made an offer of employment with HKP, it will be conditional on you:
  • Consenting to references being taken up.
  • Demonstrating, by producing approved documentation, that you’re entitled to work in the UK.
  • If the post for which you are applying involves working with children, young people (under 18) and/or vulnerable adults, you will be required to disclose any criminal convictions or cautions and apply for an Enhanced DBS Disclosure, register on the DBS update service and provide details to HKP.

Present or most recent employment

Previous Employment

References

  • A minimum of two different references are required (you can provide more)
  • One of the references must be your current or most recent employer.
  • If you have only just finished your education and have little work experience, please provide an academic reference.
  • If the job profile states previous experience of working with young people or vulnerable adults is essential, at least one referee must be someone who has directly supervised you in a similar role.
  • References will be validated. Please provide a company/organisation email address.

Referee 1

Referee 2

Monitoring Form - Private and Confidential

HKP is an Equal Opportunity Employer. We are committed to the active promotion of equal opportunities, both in the provision of services and as an employer of paid and unpaid workers. To help us monitor our equal opportunities & diversity/inclusion policy in recruitment and selection procedures, please complete the following questionnaire. The information you provide does not form part of the selection procedure; it is used only for monitoring purposes and in accordance with Equality legislation. This sheet will be separated from your application form before short listing. Please see over for further information.

Declaration

I understand that this information may be stored and processed as part of HKP’s Monitoring of Equal Opportunities and as part of the recruitment procedure and I give my consent for my details to be used for this purpose.

Further Information

Who has access to this information?

Information provided on this form is kept strictly confidential at all times. It is used for monitoring purposes only, in line with our employer commitments.

What happens to the monitoring information gathered?

The information is stored on the recruitment database and used for recruitment and selection purposes. This ensures that all applicants are treated fairly and appointed solely on their suitability for the role.

Why does HKP monitor its recruitment and workforce?

We monitor our workforce in order to support our ability to respond to any potential inequality in our work place and ensure we are aware of gaps in our workforce.

Gender and Gender Identity:

This is an optional category that supports our duty as an employer to promote gender equality in the workforce, and to eliminate discrimination and harassment of transgender people.

Ethnicity:

The categories of ethnic origin reflect those chosen by the Office for National Statistics (ONS).

Disability:

Under the Equality Act (2010) a person is considered disabled if they:

  • Have a physical or mental impairment
  • This impairment has an adverse effect which is substantial
  • The effect is long-term (usually lasting, or likely to last, 12 months or more)
  • The impairment has an adverse effect on their ability to carry out normal day-to-day activities

Certain conditions such as Cancer, HIV and Multiple Sclerosis do not require there to be a long term effect, but qualify from the point of diagnosis.