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About the recruitment process

The Resourcing Team supports the administration of all the Trust's recruitment. If you have any queries please call 0117 342 5000 (option 1) or e-mail advertising@uhbristol.nhs.uk

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The Recruitment Process

All our vacancies are advertised on UHBristol website. Please click here to view all our current vacancies. On the website you will find details of our current opportunities along with job descriptions and person specifications for each job, and details of closing dates.

Also available is further information for Trainee Doctor vacancies.

Application

Please apply online via here. If you have any difficulties applying online please contact the Resourcing team on 0117345000 opt 1 for assistance.

For certain vacancies we receive very high numbers of applications, so we use filtering and key questions to assess your suitability for the vacancy. Please do answer these if asked to; they form part of the short-listing process. This process will also assess your suitability against the job description and person specification. Please don't forget to tell us all about how your skills and experience, both within work and outside activities, show how you meet the requirements of the person specification of the job you are applying for.

All applications are sent to the recruiting manager for short-listing after the closing date although if we receive large number of applications we reserve the right to close vacancies early.

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Shortlisting

At the shortlisting stage, the recruiting manager will review each application form against the job description and person specification. If you are successful you will be invited to interview via email containing details of the date, time, location and who will interview you. It will also have details of documents you will need to bring with you.

These include:

  • ID documents (photo driving licence/passport)
  • Model Declaration form (details of convictions/cautions/warnings, etc. This will be attached to your invite email)
  • Qualification certificates relevant to the role for which you are applying

If you have not heard anything within four weeks of the closing date, please assume that, unfortunately, you have not been successful on this occasion. If you would like feedback on your application please contact the recruiting manager.

All applicants who are successfully shortlisted for an interview are asked to read 'our values and behaviours recruitment document'.

Here it describes the expected behaviours and values of the organisation.  We are passionate about these behaviours and values and we want people to work for us who recognise them in themselves, affirming this is sort of organisation they want to be part of.

Please take your time to read it. You will be asked about it at your interview. 

Interview

You will be asked a series of questions to review your skills and experience against the job description and person specification.

Assessments are also carried out at some interviews.

These may include:

  • Presentation
  • Typing test
  • Reading test
  • Numeracy test

You will be advised of any tests in your invite to interview email. If you are successful you will be notified by the recruiting manager and then sent a conditional offer letter; unsuccessful candidates will normally be notified by telephone.

Criminal Records Disclosure

DBS Checks

For the majority of our jobs, we'll need to carry out a criminal record check through the Disclosure and Barring Service should you be appointed to a position with University Hospitals Bristol NHS Foundation Trust. We need to be satisfied about your character and suitability for a position therefore it is important for you to accurately complete the application form and any declaration form you are requested to complete as part of the recruitment process.

Before we make a final decision concerning your application, we will discuss with you any information declared by you that we feel relevant. If we do not raise this information with you, this is because we do not believe that it should be taken into account. In that event, you remain free to discuss any of that information or any other matter that you wish to raise. As part of assessing your application, we will only take into account relevant criminal record and other information declared.

The Data Protection Act 1998 requires us to provide you with certain information and to obtain your consent before processing sensitive data about you. Processing includes: obtaining, recording, holding, disclosing, destruction and retaining information. Sensitive personal data is racial or ethnic origin, political opinions, religious or other beliefs, trade union membership, physical or mental health, sexual life, commission or alleged commission of offences and any proceedings for any offence committed or alleged to have been committed.

The information that you provide on your Model Declaration Form or Disclosure and Barring Service form will be processed in accordance with the Data Protection Act 1998. It will be used for determining your suitability for this position. It will also be used for purposes of enquiries in relation to the prevention and detection of fraud. Once a decision has been made concerning your appointment, we will not retain the Declaration Form or Disclosure certificate longer than is necessary.

The Declaration Form and/or DBS check will be kept securely and in confidence, and access to it will be restricted to designated persons who need to see it, as part of the selection process, and who are authorised to do so.

If you need any assistance or advice completing the form, please contact the Recruitment Team on 0117 342 5000 (option 1).

Employers are required to carry out a DBS check on all eligible new staff (with certain exceptions) in line with the Department of Health's Standards for Better Health.

Rehabilitation of Offenders Act (Exceptions Order 1974)

All appointments covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 are subject to a Criminal Record Check. This will include any post involving access to patients in the course of normal duties.

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Posts not exempt from the Act

In the case of any post not exempt from the Act, i.e. a post not involving access to patients in the course of normal duties, the applicant may be asked only about 'unspent' (current) convictions.

Policy Statement on the recruitment of ex-offenders

As an organisation using the Disclosure and Barring Service (DBS) checking service to assess applicants' suitability for positions of trust, University Hospitals Bristol NHS Foundation Trust complies fully with the Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a DBS check on the basis of a conviction or other information revealed.

  • University Hospitals Bristol NHS Foundation Trust is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
  • We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience. 
  • A criminal record will not necessarily bar someone from working for the Trust.

Our full policy statement on the recruitment of ex-offenders, is made available to all DBS applicants at the outset of the recruitment process.

Job Offer

If your application is successful you will receive a conditional offer letter. However, any conditional offer is subject to UHBristol undertaking a suite of mandatory NHS employment checks.

The NHS Employment checks apply to all applications for NHS positions and staff in ongoing NHS employment.

This includes permanent staff, staff on fixed-term contracts, volunteers, honorary contracts, students, trainees, contractors, highly mobile staff, temporary workers (including locum doctors), those working on a trust bank, and other workers supplied by an agency.

The following are the pre-employment checks which will be undertaken before a final offer of appointment is confirmed with you:

  1. Identity
  2. Right to work
  3. Professional registration and qualifications
  4. Employment history and reference
  5. Criminal record and barring
  6. Work Health assessment

Induction

  • You will be invited on your first day here at UHBristol to attend our Corporate Induction Programme, after which you will receive a local orientation into your new department by your line manager.