Our recruitment team is always here to have a conversation with you and help answer your questions. We will offer professional and confidential guidance and if you wish to find out more about any of our job vacancies, you are able to get in touch with us by email or telephone to speak to a member of the recruitment team.
Please ensure that you provide us with an up-to-date CV and/or cover letter, or use the Trinity Job Application Form, that describes specifically how you meet the key selection criteria. It’s a real opportunity to show us why you feel the role would suit you.
We’d like to learn more about you. A member of the recruitment team will contact you over the phone. This should take around 10-15 minutes and we are keen to hear why you want to work with us. This will enable us to assess whether to invite you to a face-to-face interview.
A face-to-face or virtual interview could be next. This will be conducted by an interview panel. The size of the panel will vary depending on the nature of the role in which you are applying for but will include a minimum of two panel members.
Depending on the role, we may ask you to complete some additional assessment exercises. These may be a written exercise, a presentation or even a case study. All will be relevant for assessing your skills in the role you have applied for. Our assessment approach will be clearly outlined in your invitation to interview.
We complete full pre-employment checks for all employees at Trinity, this includes reference checks, a police check, financial probity, right to work, qualifications and a pre-employment medical check.
You’ve made it through the application process and we look forward to having you join the Trinity Team!
Have a look at our current staff vacancies now.
Trinity is committed to the safeguarding and protection of the children and young people that we work with. As such, all posts are subject to a safer recruitment process, including the disclosure of criminal records and vetting checks. We ensure that we have a range of policies and procedures in place which promote safeguarding and safer working practice across the organisation.
We believe in the fair treatment of applicants on all protected grounds and in relation to all history of offending. We promote 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. In line with the requirements of the Rehabilitation of Offenders Act (1974), we select all candidates for interview based on their competencies, qualifications and knowledge.
Application forms and our interview process contain a statement that you will be required to disclose any potential issues with criminal record checks which will be carried out if you are offered a job. The information will only be seen by those who need to see it as part of the recruitment process. At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the job sought could lead to withdrawal of an offer of employment. We undertake to discuss any matter revealed in a criminal check with you before withdrawing our offer of employment.