Application Guidelines

Please read these notes before you complete the application form and submit your CV.

  • The Application Form has two parts.  The main Application Form which is used for shortlisting and interviewing along with your CV and the Equal Opportunities Form which is required by Human Resources for administrative and equal opportunities monitoring purposes.
     
  • The Equal Opportunities Form will not be seen by those who shortlist and will only be available to Human Resources.
     
    When completing the application process, please remember:
     
  • think carefully about the skills, knowledge and experience outlined in the job description and ensure your CV and supporting statement reflects the requirements of the role you are applying for.
     
  • that submitting an application indicates that the information provided is correct.
     
  • your CV must include previous employment details, dates and reason for leaving, education and qualification details including grades.
     
  • to check for accuracy, particularly with dates of previous employment, details of qualifications and endorsements on driving licence.

 

  • to provide examples and supporting evidence to demonstrate relevant qualities and skills
     
  • In line with our equal opportunities policy, please do not include any personal details on your CV.

 

  • We will ensure that no potential or actual employee receives less favourable treatment on the grounds of age, disability, gender, gender reassignment, race, religion or belief, pregnancy or maternity, marital or civil partnership status or sexual orientation.

 

  • In accordance with employer obligations under the Equality Act, applicants with disabilities can contact us to enquire about the circumstances of the job and at interview; the selectors will discuss any special needs or reasonable adjustments required to enable applicants to fulfill the role.

 

  • We welcome applications from disabled candidates and guarantee to interview all disabled applicants who meet the minimum criteria for the vacancy. 
     
  • We are proud to be a disability confident Employer. The disability confident scheme is a recognised scheme set up by the government to challenge attitudes, increase understanding of disability, remove barriers, and ensure that disabled people have the opportunities to fulfill their potential and realise their aspirations.

 

North Devon Homes reserves the right to verify any information provided.  Falsifying or deliberately omitting information will result in automatic disqualification from the selection process or dismissal on the grounds of gross misconduct, whichever is appropriate.

You will be required for Home Office regulations to provide proof of your eligibility to work in the UK prior to an offer of employment from North Devon Homes.

Acceptable documentation is as follows:

  • EU passport
  • Full UK birth certificate and proof of National Insurance number
  • Passport including relevant visa/stamps to work in the UK or remain in the UK

For further information please visit www.ukba.homeoffice.gov.uk

If you would like the form in large print on audio tape or CD or if English is not your first language and you need a translation we will endeavour to arrange this for you.

Applications may be emailed to recruitment@ndh-ltd.co.uk

Sent by post to

Human Resources

North Devon Homes

Westacott Road

Barnstaple, EX32 8TA

Tel: 01271 313385

Equal Opportunities

North Devon Homes is committed to being an equal opportunities employer. 

As an employer, we believe that our workforce should reflect the community that it serves and that all groups should be properly represented at all levels within the Company.

References, Medical and Criminal Clearances and Probationary Periods

All of our offers are subject to receipt of satisfactory references and medical clearance.  Medical clearance is by way of questionnaire which is assessed by our independent medical advisers.  In the event that medical clearance or satisfactory references are not given, the offer may be withdrawn.

References are sought prior to commencement of employment.

If you are invited to attend an interview, feedback may be sought from employees that you speak to during the day, for example this may include members of our Customer Care Team.

All successful applicants will have their background checked with the Disclosure and Barring Service.

The DBS form is completed online by the HR team.  You will be asked to provide the relevant ID. 

If your post requires an enhanced DBS check, once you receive your DBS certificate you will need to register for the update service when completing the form and a fee of £13 will be reimbursed by the company.

Your DBS certificate will be sent to your home address and must be shown to HR as soon as you have received a copy. Failure to do this may result in any offer being withdrawn.

If a criminal conviction is declared and the interview panel believes it to have a bearing on the requirements of the post, they reserve the right to discuss the matter with the applicant at interview.  If the panel choose not to raise a declared conviction at interview, please be assured that a view will have been taken that it should not be taken into account when deciding on an applicant’s suitability for the post.

All new employees must successfully complete a six month probationary period, during which time performance is regularly appraised.  The Company reserves the right to extend the probationary period should it be deemed necessary.

Either party may terminate their employment at any time during this probationary period upon one week’s notice.  Furthermore, during this period the full disciplinary procedure will not apply; instead a final written warning may be given or in cases of gross misconduct dismissal without notice.  Employees are not entitled to Company sick pay during their probationary period.

Governance

Employees may not receive any payment, grant or loan from any funds associated with the employer except under a contract of employment or as reimbursement for legitimate expenses.

The National Housing Federation Code of Governance (2015 edition) was adopted by the Board. Further details are available on request.