Our recruitment process



Our approach to recruitment and selection is competency based. We believe using a range of selection methods is the most effective way to effectively identify the best person for the role.

The selection methods vary depending on the requirements of the role but we often use work based exercises and practical activities, like group work or role plays, in conjunction with panel interviews. 

This allows candidates to show us their skills and suitability in a variety of different ways. This also helps us to identify the most suitable person for the post while ensuring equal opportunities throughout the selection process.

Recruiting the right people to work for Optivo enables us to provide the best possible service to our customers.
 

How to apply

A list of our current opportunities can be found on our current vacancies page.

View available jobs

To apply please click on the job title of the role you are interested in to view the full advert and information and click on the ‘apply’ button. You will be asked to log in or register and then you will be able to start your application.
 
You can save your application and come back to it by logging in again, but you will need to register, and complete all sections of the application form in order to submit an application.
 

Responding to the person specification

Along with your personal details you will be asked to outline your skills, knowledge and experience. These will be in relation to the points in the person specification of the job description.
 
When completing this section you should focus on providing evidence and specific examples which demonstrate your suitability for the role you are applying for.
 
For each point, provide an overview of your skills and experience and then go on to give your specific examples.
 
We value transferrable skills and encourage applicants who do not have direct experience to provide examples from other areas that meet the requirements.

Our guidance notes (below) explain how to complete the supporting statement of your application form.

What happens next?

Once you’ve submitted your application you’ll get an email confirmation from us. 

When the deadline for the vacancy has closed, all applications will be sent to the hiring manager for shortlisting. This will be based on your responses to the checklist on the person specification. All candidates will be contacted with the outcome of their application after shortlisting is complete. 

If you’re invited for an interview you’ll be contacted the Talent Acquisition Team with details of the interview date and what will be involved. We use competency based questions for our interviews and we believe that using a range of selection methods is the key to identifying the best candidate to join us here at Optivo.

After the interview stage you will be contacted by the hiring manager or one of the Talent Acquisition Team, with the outcome.

Selection methods vary depending on the requirements of the role but we often use work based exercises and practical activities, like group work or role plays, with panel interviews. This allows candidates to show us their skills and suitability in a variety of different ways. This also helps us to identify the most suitable person for the post while ensuring equal opportunities throughout the selection process.

You can find information about our competencies, and what they mean in practice here.

Our Talent Acquisition policy, outling the process we follow when recruiting and retaining employees, can be found here.
 

DBS, Right to work and references

If you’re offered a role at Optivo, you’ll be contacted by our People Team with an offer letter and information on the next steps.

All offers are conditional, based on receipt of satisfactory references and, where applicable, a disclosure from the Disclosure and Barring Service (DBS).
 
Additionally, in accordance with the Asylum and Immigration Act 1996, all staff are required to provide documentation to Optivo to evidence their legal right to work in the UK.

You can read the pre-employment checks policy here.

Your privacy

Optivo will use the information you submit to us to consider your application for a job. 

In addition:
  • We won’t share or sell your information to other charities or organisations
  • Information gathered here will be retained by Optivo for up to six months if your application is unsuccessful, longer if you’re successful
  • You have rights to your data, its accuracy and control over our use. For full information see our applicant privacy notice
By submitting an application you are acknowledging you have read and understood Optivo’s applicant privacy notice. You can withdraw your application at any time.

Recruitment of Offenders

As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), we comply fully with the DBS code of practice and undertakes to treat all applicants fairly.

We won’t discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.

We’ll only ask an individual to provide details of convictions and cautions we’re legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended).

We’ll only ask an individual about convictions and cautions that are not protected.

Optivo actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records.

An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the role. All application forms, job adverts and recruitment briefs will make this clear.

At the interview, or in a separate discussion, we’ll ensure an open discussion takes place on the subject of any offences. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

We’ll discuss any matter revealed on a DBS certificate with the individual seeking the position, and the relevant Leadership Team member, before withdrawing a conditional offer of employment.