Recruitment processes and commitments | Ambitious about Autism
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Recruitment processes and commitments

Recruitment processes and commitments

Recruitment Process

Recruitment is a two way process, whilst we want to ensure that we hire the best candidates, we also want our candidates to be sure they are the right fit for us. Please see ‘our work for us’ pages to get an insight of what it is like to work for #TeamAmbitious

If you would like to pop by and see us, please contact the recruitment team by emailing jobs@ambitousaboutautism.org.uk or calling 0208 815 5444 to arrange a visit.

Our recruitment methods start with an application form or a CV with a supporting statement. If you are successful, you will either be invited in for an interview which may include an assessment and/or a trial day.

Unfortunately due to the volume of applications we receive, we will not be able to provide feedback on unsuccessful applications at the application stage only.

Our Commitments to You

Disability Confident Scheme

We are a part of the disability confident scheme and guarantee to interview candidates with a disability whose application meets the minimum criteria for the role as detailed under the person specification.

Recruitment of Ex-Offenders Policy

Ambitious about Autism is committed to equality of opportunity for all job applicants and aims to select people for employment on the basis of their individual skills, abilities, experience, knowledge and, where appropriate, qualifications and training.

Ambitious about Autism is a Regulated Activity Provider (RAP) and all paid employees are therefore classed as undertaking regulated activity and are subject to checks with the Disclosure and Barring Service.

Ambitious about Autism will not automatically refuse to employ a particular individual just because he/she has a previous criminal conviction. As part of the selection process, we will ask job applicants to disclose any unspent convictions, but will not ask questions about spent convictions, nor expect them to be disclosed.

Having a criminal record will not necessarily bar you from working with us. This will depend on the offence and the relevance of the offence in relation to the position applied for. We will review the individual circumstances of the case and may, at our discretion, decline to select the individual for employment.

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