OUR JOBS

Guidelines for applying for Job roles with RCL

Recruitment process

Application > Interview > Job Offer and Background Checks > Training, Induction, Onboarding and Deliver service

Applicants’ offer of employment is made on satisfactory completion of all references and vetting procedures.

Previous Applications
Previous applicants can re-apply 6 months after receiving their rejection letter from us. Withdrawn applications may be resurrected if the withdrawal was within the last six months. Otherwise, a fresh application should be submitted.

Applications with Criminal Convictions Policy
Our clients and service users are entitled to expect our staff with proven integrity. Transparency is when one has convictions or cautions for recordable criminal offences. Applicants must declare whether or not they have any convictions or cautions.

Undisclosed convictions
Where it is suspected that an individual has failed to declare a conviction or caution, enquiries should be made to ascertain whether the conviction or caution is attributable to the individual. Such enquiries should include a reference to the relevant court to ensure that the conviction has not been overturned on appeal. Where it is established that an individual has deliberately failed to disclose a conviction or caution their application should be rejected.

References: Employment
Employment references should always be taken up and should be obtained in a consistent and systematic way. Employment references must be from the period at least 3 years prior to application and should include the current or last employer. References should not normally be taken from current employers until an offer of appointment is considered. References must be sent from a company email address, not Gmail, Yahoo etc.

Gaps in dates of employment
Gaps in employment should be dealt with as follows: -

• Any unexplained or unsatisfactory gaps (over six months) should be checked by telephone or letter (as appropriate) for a satisfactory explanation i.e. redundancy from the last job, seeking other work, caring for an elderly relative etc. If a satisfactory reason is given, the application may proceed.

• If there are several unexplained gaps of whatever length, the applicant should be asked for an explanation and reasons recorded.

• Queries about employment gaps or employment history should be satisfied prior to the job offer.

Employment history

There may be very good reasons for an applicant to have changed jobs frequently. They may, for instance, have tried out several careers/jobs after leaving school and before coming into care. Applicants may therefore be asked to give an explanation where there appears to have been “career hopping”. Career hopping is not necessarily a barrier to selection. Each case should be considered on its merits.

 

Right to work in the UK – guidance for candidates

We have a legal responsibility to ensure that all our employees have the legal right to live and work in the UK. If we make an offer of employment, we will need to check that you are eligible to work in the UK before you start work.

 

Check if you have the right to live and work in the UK

If you are a citizen of the United Kingdom, Switzerland or one of the following European Economic Area (EEA) countries, you currently have the right to work in the UK.

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For EEA and Swiss nationals commencing employment from January 2021, you will need to either have successfully applied under the EU Settlement Scheme (EUSS) for settled or pre-settled status or be eligible for a visa under the new UK immigration system. Irish nationals are not required to apply through the EUSS and will continue to have the legal right to work in the UK under the Common Travel Area rights and privileges.

 

Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain and Sweden.

 

Why do you need to bring evidence of your right to work to your interview?

The Immigration Act 2014 requires employers to check documents to establish a person’s eligibility to work in the UK and comply with any restrictions. Under the Act, we are required to check your eligibility before you start work. We ask all candidates to bring proof of their right to work to their interview. We will take a copy of this proof and, if you are successful at interview, we will keep this document on your personnel file. If you are not successful, we will shred the documents