The shortlisting process
Once a vacancy has closed, we pass all the applications on to the recruitment panel. They will aim to complete the shortlist of candidates for interview within 10 days of the vacancy closing. We’ll then contact you by email to let you know the outcome of your application.
If we’re inviting you to attend an interview, this email will contain information about the interview and selection process, including the date, time and location. As we’re an educational establishment the law requires us to take up one reference before the interview.
We will also email you if your application isn’t successful. In that case though, due to the volume of applications we receive, we won’t be able to provide individual feedback on your application.
The interview and selection process
Our selection process consists of an interview and, depending on the role, it may also include a task and/or a test to assess your suitability.
For roles where a basic level of fitness and strength is intrinsic to the role, a fitness test will form part of the selection process. For these roles, questions regarding physical fitness will also be asked as part of the interview. Our Fitness screening assessment policy explains what you will be assessed on: Fitness screening assessment (PDF 20KB).
You’ll have the opportunity to give us more information about the skills and experience you included in your application. You’ll also be able to ask any questions you have about the role and the organisation. If you require any adjustments during the interview and selection process please inform us and we can ensure adjustments are in place to enable you to take part in each stage of the recruitment process.
Following the interview, we’ll let you know the outcome as quickly as possible. Sometimes we might invite you back for a second interview. If we don’t offer you the job following the interview, we’ll be happy to give you verbal feedback to help you with future applications. We aim to do this within three weeks of your interview in line with our policy.
Safeguarding children and adults
Ambitious about Autism is committed to safeguarding and promoting the welfare of children, young people and adults. We expect all our staff and volunteers to share this commitment. We carry out a range of checks and tests to attract candidates who are committed to safeguarding children and adults at risk. Please read:
Adult at Risk Safeguarding and Protection Policy (PDF 295KB)
Child Safeguarding and Protection Policy (PDF 80KB)
Child Safeguarding and Protection Procedure (PDF 100KB)
If we offer you a job, you will need to apply for an an Enhanced Disclosure and Barring Service (DBS) with lists check. Please see our Ex-Offenders Policy Statement (PDF 196KB) and for further information visit the GOV.UK website.
Equal opportunities and diversity
We’re committed to ensuring equality of opportunity at Ambitious about Autism. We believe it’s important that our workforce reflects society and our local community particularly those with a diagnosis of autism or Asperger syndrome. We’re committed to developing and using standardised recruitment practices that don’t discriminate and which provide genuine equality of opportunity.
Our recruitment process is open and unbiased and we select candidates based on objective criteria.
If you have applied for a role at Ambitious about Autism or TreeHouse School and feel we have treated you unfairly, please contact our Director of External Affairs. You can find details in our Compliments and Complaints Policy (PDF 63KB).
If you have any queries about working here, please contact Nena Matic, HR Business Partner – Recruitment, on email@example.com or on 020 8815 5435.