Recruitment process

We believe it's important to be transparent and open about how we select and interview candidates. When you’re invited to an interview, we’ll be clear about what will happen and whether you need to do any preparatory work. If you need us to make any adjustments, let us know when you’re invited for an interview.

If you are unsure about anything, just ask.

In this section

Application process
Selection and assessment
Applicants with a disability
Pre-employment checks
Eligibility to work in the UK
After you start

Pre-employment checks

If you are offered a role, employment with SRUC will be conditional upon you satisfying some or all the following requirements as applicable to the post:

Proof of right to work in UK

For all roles, irrespective of nationality, you must bring your passport and address details (a bill or similar) to the interview to allow your eligibility to work in the UK to be formally checked.

Identity

You will be required to provide:

• Proof of identity - in the form of a passport, birth certificate, or other acceptable document; and
• Proof of address - in the form of a recent utility bill or bank statement. Please contact the recruiting department offering you the post for advice on what to do if you have only recently moved or have not got established accommodation.

Qualifications

You will be required to provide proof of any qualifications required for the post - in the form of original certificates or transcripts.

References

Offers of employment are made subject to receipt of satisfactory references. These are usually from your most recent employer and/or academic institution.

Professional registration

If required for the post, your professional registration status will be validated.

Health and disability

SRUC is committed to promoting an inclusive working environment for all staff, including those with disabilities or long-term health conditions. We have an Occupational Health service provider who can provide advice and support to employees and their departments on aids, adaptations and adjustments to working arrangements. Once a conditional job offer has been made, you will be sent a Health Declaration form. This will allow you to tell us about any health conditions or disabilities that may impact on your capability to perform the proposed role so that appropriate advice and support can be sought.

Criminal records checks

SRUC does not discriminate unfairly against applicants who might have a criminal history. Employment of individuals with a criminal record will depend on the nature of the position for which they have applied and the circumstances of their offences. For most roles, SRUC will conduct a Disclosure Scotland – Basic Disclosure check.

In order to protect certain vulnerable groups within society, for some posts, such as those involving ‘regulated activities’ with children and other vulnerable groups in the course of normal duties, a Disclosure Scotland Protecting Vulnerable Groups (PVG) check will be required.

Any offer of employment for such posts will be conditional on a satisfactory disclosure certificate from the Disclosure Scotland.

Disclosures are handled in the strictest of confidence and only by staff who have been designated and trained in handling such information.