If you would like to work for a dynamic, fast-growing organisation then we would love to hear from you!
Please read the following information as it is applicable for all applicants.
We use an HR system called BambooHR to manage our recruitment and applicant process. If you apply for a role, you will be sent an automatic email to confirm receipt. This email will be sent from the email address [email protected]
Please ensure that you receive this email upon application, as we will correspond with you further via this address. If you do not receive an email confirmation, please check your junk email or contact us.
It is important that the information you provide during the recruitment process is complete and accurate. It may be a criminal offence to attempt to obtain employment by deception, and that any misrepresentation, omission of a material fact or deception will be cause for immediate cancellation of consideration for employment, or for possible dismissal if already employed.
At British Study Centres we accept students of a variety of ages and backgrounds. We are required and committed to ensuring that we are following guidelines to effectively safeguard them.
Our safer recruitment process will include the following:
We may request references of employment or otherwise (including current employment) as provided in the application. Should the applicant wish the Company to contact referees only after an offer has been accepted please make this clear in the References box on the application.
Please give the contact details of two employment referees. One of these should be your present/last employer, and the other from when you last worked with children (if applicable). References will be taken up for short-listed candidates and prior to interview and they will ask the referee specifically to comment on the applicant’s suitability for working with children. Appointment will be offered subject to satisfactory references, which may involve further references to be sought in addition to the two supplied.
In providing the information requested during the recruitment process, please note that the Company promotes equality of opportunity and will take action to ensure that no individual suffers discrimination, directly or indirectly, on the grounds of sex, disability, colour, race, religious beliefs, sexual orientation, age, nationality, ethnic or national origin.
British Study Centres desires applicants to have a general knowledge of safeguarding issues and the ability to create effective rapport with pupils, earning their respect and trust but maintaining proper professional boundaries. Please ensure that you familiarise yourself with our Safeguarding Children and Adults at Risk Policy. A safeguarding question will be asked at interview stage.
All candidates must provide proof of eligibility for employment in the UK and therefore submit appropriate documentation, e.g. a British birth certificate, a certificate of registration or naturalisation as a British citizen, a passport issued by a country in the European Economic Area, any other passport with necessary immigration authorisation, or a letter issued by the Home Office or the Department of Education and Employment indicating the employee has permission to take the job.
The majority of roles at BSC are exempt from the Rehabilitation of Offenders Act 1974 and therefore applicants are required to declare any convictions, cautions, reprimands and final warnings that are not protected (i.e. that are not filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013).
We recognise the contribution that ex-offenders can make as employees and volunteers and welcome applications from them. A person’s criminal record will not, in itself, debar that person from being appointed to this post. Any information given will be treated in the strictest confidence. Suitable applicants will not be refused posts because of offences which are not relevant to, and do not place them at or make them a risk in, the role for which they are applying.
It is important that applicants understand that failure to disclose all convictions, cautions, reprimands or final warnings that are not protected could result in an employment offer being withdrawn, disciplinary proceedings or dismissal.
At interview, candidates will be asked to clarify their employment history. Any gaps of employment must be explained and the reason of ending employment will be questioned.
Qualifications which are required for a role, should be brought to interview so that we can verify the original document.
You will be asked to bring further original evidence to the interview so that we are able to progress a criminal check (such as a UK enhanced DBS check) on your behalf if you are successful. If you are not successful, the copies of this evidence will be destroyed.