Recruitment Process

We operate a full recruitment process which will include an interview with a manager from the Trust. We will not make unsolicited contact with individuals to offer them employment outside of this process. If you are targeted via email with an unsolicited job interview or offer and are concerned, please email us on fhft.recruitment@nhs.net. We recommend that you do not share your personal details if you are contacted in such a way.

The Trust advertises its vacancies in a number of ways, however, the best way to apply is directly to us by submitting an online application form for a role that you are interested in. All our vacancies can be found here.

You should complete your application form in as much detail as you can. We shortlist applicants against the job description and person specification, so give examples to demonstrate how your skills and experience are relevant to the job you are applying for and how and where you have used them.

You should include relevant from your present or previous jobs. You could also include skills and experience gained from community or voluntary work, work experience, leisure interests and activities in the home. It’s also important you give us detail on any education and the training you have received, especially if you hold a qualification that is listed in either our essential or desirable criteria.

The supporting information section it is important element to your application form so please give some attention to this section. This is your chance to tell us about yourself, what interests you about the role you are applying for and why we should consider you. Please make sure you tailor this to the job you are applying for.

Please don’t leave your application until the last moment. The Trust will close a role for applications if we receive a high number of applications.

In addition, the Trust accepts speculative CVs and you are welcome to send us your CV using our contact form. Once we receive your CV you will be contacted by a member of our recruitment team to discuss your experience and identify roles that may be suitable for you.

The Trust uses a variety of selection methods to help us choose the right person for the right role. You may be asked to take part in a competency-based interview, prepare and make a presentation or carry out a written exercise or role play just to name a few. These help us assess your suitability for the role and will always be relevant to the job you have applied for.

Preparing for your interview
Do your research about our Trust and the department you are being interviewed for. Read through the job description, person specification and your application form. The questions you are asked will relate to these documents, so have a think about what you may be asked and prepare your answers in advance. You may also want to prepare some questions for the panel of your own. It is OK to take some notes into an interview to remind you of any key points you want to get across, but you should try not to read from these.

Remember, first impressions count:

  • Make sure you are dressed smartly for your interview.
  • Plan your journey.
    There can often be delays, so leave plenty of time so you don’t get caught out. If you’re early, you can always spend the time going through your notes. If you are delayed for any reason, make sure you call ahead to let your interviewers know.
  • Be friendly but professional, smile, even if you’re nervous inside – it helps you to relax and makes you look more approachable and enthusiastic.
  • Be aware of your body language
    Make eye contact, but don’t overdo it and make sure you address everyone in the room. Avoid pointing or using gestures too much to emphasise a point, which can distract the interviewers from your answer. Don’t fold your arms; this can make you appear nervous, defensive or even a bit uninterested.

Interview questions
Our interviews are structured, and most will involve competency-based questions. There will normally be multiple interviewers involved in each interview and the interviewers will take notes to help remind them of what you said.

Think about how you answer your questions. Don’t ramble, but don’t be so brief that the interviewers have to prompt you for more information. Remember to answer the question you have been asked and not the one you think you have been asked.

If you do not have relevant experience of a situation, don’t be afraid to say so, but suggest what you would do in that situation or think of another way to demonstrate your ability or the skills they are looking for. Equally, if you don’t understand a question, ask for clarification.

The interviewers may ask you questions about the information you submitted on your application form. They are likely to ask you about your current or last role and about any gaps in your employment.

Don’t forget that this is also your chance to see if the role is suitable for you. Don’t be afraid to ask questions, for example about the role or development prospects.

During the recruitment process most communication with our HR team is by email, so it is important you check your emails regularly (please make sure you check your junk or spam folders too).

Once you have submitted your application form and the vacancy has closed the recruiting manager will shortlist each of the applications received.

Once the manager has carried out their shortlisting a number of candidates will be invited for an interview or assessment. If you have been successful at this stage, you will be asked to book in for an interview via our recruitment system.

Following on from the interview, the recruiting manager will contact all candidates to provide feedback as we feel this is important step for all candidates, even if you are unsuccessful so you know any areas we feel you have for development. If you are successful at interview (congratulations!) the manager will contact you to give you the news and will then let the HR team know.

The HR team will then start the employment checks process with you. There are a number of checks we make for all new starters to Frimley Health. These include:

1. Identity checks
2. Right to Work in the UK checks
3. Qualifications and professional registration checks
4. Employment history checks (through checking your references)
5. Criminal records check for all eligible roles
6. Work Health Assessments

If you need sponsorship to work in the UK, please visit the Home Office website for information on sponsorship and visa status before you fill in the application form.

The HR team will contact you regularly throughout the process to keep you up to date with the process and let you know if they need any additional information. During the process you will be asked to provide a number of documents, such as your passport or visa, exam certificates, previous criminal records checks etc.

During the process your future manager should also be in contact with you regularly. You will be able to ask them questions and for any support or guidance. You may also be invited to team events during this time to help you embed.

Once we have all our employment checks in place we will be in contact with you to agree a start date.