The recuitment process
Recruitment process
NHS Resolution has a structured recruitment process designed to ensure fairness and transparency. Here are the key steps involved:
Application: You can view and apply for available roles on our careers site. Create an account and set yourself up for job alerts to hear about future opportunities.
Shortlisting: Applications are reviewed, and candidates who meet the essential criteria are shortlisted for a selection process that includes an interview and sometimes an assessment (depending on the role).
Interview process: Competency-based interviews are conducted to assess candidates’ skills and suitability for the role.
Assessment: For some of our roles, we include an assessment to help us get to know you better. This might be a test, a group exercise, or another type of activity. It's a great opportunity for you to showcase your skills and see how you fit with our team!
Pre-employment checks: These include verifying qualifications, references, and conducting occupational health checks.
Onboarding: Successful candidates receive an unconditional offer, followed by an induction and mandatory training.
Tips for competency-based interviews
In the interview, you’ll be asked for specific examples of past behaviour that demonstrate the competencies listed in the job description and person specification. Questions often start with “Tell me about a time when…” or “Give me an example of when you have…”.
To prepare for your interview, review the job description and person specification, and identify relevant examples from your professional history. Focus on positive results and achievements but also be ready to discuss challenges and what you learned from them. Highlight the specific skills and competencies each example illustrates.
If you’re applying for a junior-level position and lack extensive work experience, use examples from your studies, voluntary work, or other areas. Choose recent examples where you can recall details clearly.
When answering, use “I” instead of “we” to emphasise your own role in the situation.
A useful technique to use when preparing for and answering competency-based questions is the "STAR" method. These letters act as a guide to remind you how to structure your response.
Research competency or behaviour-based assessments and interviews to prepare effectively.
Be ready to answer a motivational question that shows your enthusiasm for the position and the organisation. Learn about the organisation, department, and be prepared to discuss how you can contribute to our work. Expect technical or job-specific questions, and if applying for a management role, be ready to address managerial or leadership competencies.
Reasonable adjustments
We welcome applications from candidates with disabilities and are committed to adapting our recruitment processes to make sure all candidates can perform at their best. If you require adjustments to our application process or require materials in a different format, contact us at nhsr.hrrecruitmentandresourcing@nhs.net
If you need adjustments to the assessment stage of our hiring process, indicate this on your application form and we’ll contact you before the assessment to put these in place.
We’re part of the Disability Confident scheme and guarantee an interview to all candidates with disabilities who meet the minimum shortlisting criteria for the role.
AI statement
AI tools, such as chatbots and virtual assistants, can be valuable in assisting applicants by identifying spelling or grammar mistakes and offering guidance on what to include in their applications. However, it's important to use these tools judiciously, as over-reliance on AI can diminish the chances of success if the responses lack a personal touch. Remember, it's crucial to think for yourself and ensure your application reflects your unique voice and experiences