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Brighton Hill Community School

Information For Applicants

Information & Vacancies

Published on - 31-12-2009

Brighton Hill Community School and Hampshire County Council are committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. We will ensure that all our recruitment and selection practices reflect this commitment. All successful candidates will be subject to Disclosure and Barring Service checks and other relevant employment checks.

Post and Recruitment Details

These will summarize the general conditions of service and salary applicable to the post, including the closing date for applications. Additional information about the vacancy will be provided relating to the particular faculty, section or work area as appropriate.

Role Profile/Job Specification

The Role Profile or Job Specification outlines the broad responsibilities and lists the main tasks involved in order to undertake the post successfully.

Completing the Application Form

After reading the role profile/job specification think carefully about your application and consider to what extent you have gained the skills and experience necessary for the post. Consider all the points in the role profile or job specification when replying and include evidence to support your application. Completed applications should be emailed to: jlevett@brightonhill.hants.sch.uk or posted to: Jo Levett, HR Officer, Brighton Hill Community School, Brighton Way, Basingstoke, RG22 4HS. Please ensure that the correct postage has been paid, as any delay may result in your application being received after the closing date.

Long Listing/Short Listing

Applicants will be initially assessed against the relevant criteria in the person specification. The long or short listing panel will make judgements based upon the evidence shown in the application to decide on those candidates who best meet the criteria. References will normally be taken up at the long listing stage – this information will assist in compiling a short list of candidates for interview


Interview Panel

Normally, the interview panel will consist of two, three or four people. Other members of the panel will represent various levels of management associated with the advertised post.


Candidates for teaching posts will be expected to gather information and answers to most of their questions during the course of the day. Candidates will also be asked if they have any final questions/points they wish to raise after the panel have asked their questions.

Each candidate will be asked the same primary questions; however, members of the panel may ask relevant supplementary questions arising from candidates’ initial answers, under the overall direction of the Chair. All questions will be relevant to the job and will be as open as possible, thus allowing candidates to give evidence of their suitability. The level and complexity of questions will relate to the level of the post.

Members of the panel will usually take notes during the course of the interview; these will be used to assist the panel in making its final decisions.

Facilities at Interviews

Every effort will be made to provide appropriate facilities for candidates at interviews. Please contact the Personnel Assistant, Hilary Brown, should you have any special requirements in order to facilitate your attendance at the interview.


The appointment of candidates will be subject to the receipt of two satisfactory references, as requested at the long listing stage. Your present or most recent employer must be given as one of the two referees - this person will normally be the head of the organisation for which you currently or most recently worked. The other reference should be from someone who knows you, your work and ability. Normally, references will be requested prior to interview.

References will be used to supplement the panel's decision or, if the panel requires further evidence, to differentiate between candidates. The Chair of the panel may request that further enquiries are made to either the referee and/or the candidate, where there is information or an omission in the reference giving rise to doubt or concern. References will not be disclosed to the candidate.

The Decision

The decision to appoint will be taken on the basis of the evidence that has been made available to the panel throughout the recruitment and selection process in relation to the criteria as stated in the person specification. All candidates invited for interview will be notified as to the outcome.

All appointments will be subject to provision of medical details - it may be necessary to refer a health questionnaire to Hampshire County Council’s Occupational Health department for a report.

In the event of you being appointed, it will be necessary for the school to check with the police as to whether you have a criminal record. Your authority to do so is given on the application form.

Feedback to Unsuccessful Candidates

The school does not give reasons for non-appointment. It will invariably be that in the judgement of the panel there was a better candidate available or that no candidate met the school's requirement. Internal candidates will be offered a debriefing interview by an appropriate member of the panel. Any external candidate who requires feedback on their interview performance will also be offered constructive advice about their interview performance.

Interview Expenses

The school will pay travel and subsistence expenses (within UK only) as set out on the claim form provided to short-listed candidates on the day. Expenses will not normally be paid to candidates who withdraw before the selection process is completed

No Smoking Policy

For Health and Safety reasons, the school has been designated a no smoking area and the successful applicant will be expected to comply with this policy.

Right to Work in the UK

Under the Asylum and Immigration Act, we must require all candidates for employment to produce a document to prove that they are entitled to live and work in the U.K. Please bring to interview one of the following (not a copy):

No offer of employment should be made until proof has been seen and checked. A copy of the document for the successful candidate will be retained on the personal file.

The rules apply to all employees including staff employed on any type of casual contract.

Equal Opportunities

Brighton Hill Community School is committed to seeking to ensure that all staff, both present and future, have equal opportunities, in the context of both national legislation and school objectives, irrespective of gender, ethnic origin, age, disability and other identities.

The successful candidate will be given full opportunities to develop professionally through a comprehensive induction and staff development programme which includes appraisal.

Thank you for expressing interest in our school. I hope that these details will help you to make the best of any application.