Our selection process

Our selection process 

Please refer to the ‘Assessment method’ column in the person specification to check how each requirement will be assessed during the selection process. Assessment takes place in several stages. 

Application 

Your application will be assessed during the shortlisting stage, where candidates are scored anonymously on how well they demonstrate the required criteria in their application form. We will consider your employment history, educational qualifications (where applicable) and your supporting statement.  

The supporting statement is your opportunity to demonstrate your suitability for the role and evidence how you meet the required criteria. Please do not include any personal details or sign the statement with your full name. 

Interview 

Shortlisted candidates are invited to take part in a structured interview (or interviews) lasting 30-60 minutes. The interview panel usually consists of two or more panel members, and we will let you know who these panel members are ahead of the interview date(s).  

Interviews usually consist of 5–10 questions and panel members score answers based on how well candidates meet the criteria. Total scores (from all panel members) help indicate which candidates are appointable. The role will be offered to an appointable candidate. Our decision will take your application and interview scores into account. 

Task 

Some interviews may involve a skill-based task as a further opportunity to demonstrate suitability. If our selection process involves a task, the job profile will indicate which criteria the task will relate to. Shortlisted candidates will be informed about the task in their invitation to interview.  

This guidance exists to give candidates an understanding of our selection process. We hope it helps you feel prepared and empowered to perform to the best of your ability at each stage. Please email recruitment@annafreud.org if you have any questions. 

Our reasonable adjustment commitment 

We’ll support you as best as we can if you need an adjustment during the recruitment process. If you are offered a job, you can also discuss ongoing adjustments before starting work. 

If you require an adjustment at the application stage, please email recruitment@annafreud.org to let us know: 

• the reason you need an adjustment 

• adjustments that could help 

If you are invited to interview, you will receive an email detailing:  

• the duration of the interview  

• the location of the interview (remote or face to face)   

• any tasks involved.   

You can request an adjustment at every stage of the recruitment process. Once you receive the interview invitation, please provide details of the adjustment you require along with your confirmation of attendance. 

Some examples of adjustments include: 

• changing the time, location or format of interviews 

• providing interview questions in written format 

• providing interview questions in advance of the interview 

• additional time in tests, interviews or other assessment activities. 

This is not an exhaustive list and we will consider any adjustments you might need. 

If you are offered a job, your manager will discuss the adjustments you’ve requested and provide information on additional support Anna Freud can provide (e.g., flexible working hours and additional equipment). 

Pre-employment checks 

Safe recruitment practice is an essential part of safeguarding. We have a duty to ensure our people are suitable to work with children, young people and vulnerable adults. Therefore, we carry out appropriate pre-employment checks, including right to work in the UK, criminal record checks, reference checks and qualification or professional registration checks (where necessary).  

Satisfactory criminal record checks are required for all roles. These include a Disclosure and Barring Service (DBS) check and overseas police checks(s), where necessary. We will apply for a DBS check on behalf of the appointed candidate. The candidate must provide appropriate overseas police checks where applicable; we do not cover costs incurred by these. 

We support and seek to promote the rehabilitation of offenders and to treat ex-offenders fairly in accordance with our equal opportunities policy. We are committed to equality of opportunity for all job applicants and aim to select people for employment based on their skills, abilities, experience, knowledge and, where needed, qualifications and training.  

When applying for a role, we will only ask candidates to disclose unspent convictions. We will not ask about spent convictions or expect them to tell us about any spent convictions (except when applying for roles that are exempt from the Rehabilitation of Offenders Act.

Our Recruitment Team can provide further advice, where necessary, following a successful appointment. Please contact recruitment@annafreud.org with any questions.