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Basic outline of the recruitment process

The below information provides applicants with a simple breakdown of the process by which our Trust recruits to vacancies.

  1. Vacancies which have been approved for advertising are published on the NHS Jobs Web Site (, in the Careers Centre and on the Recruitment noticeboard near to Junction 3 on the York Hospital's Main Corridor.

    Anyone interested in applying for a vacancy should carefully read the advert, job description and person specification for the position to determine whether or not they are suitable for the role.

  2. Applications are submitted to the Recruitment department via NHS Jobs (paper applications can be provided if necessary, but we will not accept CVs).

  3. Once the deadline for applications passes, the advert is removed from public view (NB. Some vacancies have a 'variable' deadline, meaning that they are closed to new applications when a certain number have been received). Any applications submitted for the position after this time are not accepted.

  4. The recruitment department sends the applications that have been received to be reviewed locally by the departmental manager. All applications are sent on to departments without the 'Personal details' or 'Monitoring information' sections.

  5. Applications are reviewed against the job description and person specification to produce a shortlist.

  6. Candidates are notified whether or not they have been shortlisted, normally via the NHS Jobs Web Site.

  7. Successfully shortlisted candidates are invited for, and then attend interview (where their performance will be scored against criteria relating to the person specification for that vacancy). Some vacancies may require candidates to take a test or make a presentation. Pre-employment checks, such as identity checks, will be carried out at all interviews.

  8. The department review the candidates' scores at interview, and ensure that pre-employment checks (which includes the requirement to be in possession of at least 1 written professional reference from the most recent employment) have been satisified for their preferred candidate(s).

  9. The preferred candidate is made an offer. Unsuccessful candidates are advised of the outcome of their interviews.

  10. A written offer is sent to the successful candidate with an agreed start date.

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