Tailor Your CV
Before applying, we recommend reading the job description full which will include a list of essential and/ or desirable criteria. The recruitment team will assess and shortlist your CV against these criteria so it’s important that you evidence how you meet these. As a training provider, we try to be as flexible as possible so if you are working towards the essential criteria, we may be able to progress your application, but we recommend checking with the recruitment team first!
- If the essential criteria are qualifications, ensure that you include the qualification and date completed. If in progress still, please state when you expect to complete.
- If the essential criteria are knowledge based, ensure you are clear in your CV how you have demonstrated that in your previous roles. For example, if ESFA funding knowledge is a requirement, demonstrate your level of understanding and which role (if not all) you gained this knowledge.
- If the essential criteria are experience based, clearly list your roles and responsibilities within the section on your work history
Trainers, Assessors and Tutors
Learners are at the centre of everything we do, so when recruiting for delivery staff we must ensure you meet the required occupational competency, set by the awarding body. In addition to the recruitment team, your CV will also be checked by a member of our quality team who will assess your occupational competency to deliver the role you have applied for. To ensure we can get your application processed quickly, please ensure your CV evidences your occupational experience in the sector in which you are applying. For example, if you are applying for an Apprenticeship Trainer in Management Level 5, your CV must demonstrate occupational competency to deliver the standards at that level. You can demonstrate this by listing your duties and responsibilities or in a summary at the top of your CV. On occasion, our quality team may need additional information before making a decision on your CV so you may be required to provide some further evidence.
Our interview process will change depending on the role. However, you can expect a formal interview with a panel of two to three employees, one of who will be the Hiring Manager. For interviews, we generally use competency interview-based questions all of which are focused on our core values.
Sometimes we may use scenario-based questioning to understand how you would react in certain circumstances.
Competency-based interview questions are based on the skills needed to perform the role and you’ll be required to provide real-life examples. You may be asked to explain why you made certain decisions, how you implemented those decisions and why certain outcomes took place. Your responses will help the interviewer to determine whether you have the specific skills related to the job.
Key competencies include teamwork, leadership, problem-solving, communication, decision-making, results orientation, flexibility, resilience, and commercial awareness.
By carefully reading the job advert and job description you should be able to identify the key competencies related to the position. You can then begin to think about what type of questions you might be asked.
Example competency-based questions:
- Describe a situation in which you have led a team.
- Give an example of a time you have handled conflict in the workplace.
- What has been your biggest achievement to date?
- Describe a situation where you have had to explain something complex to a colleague or customer. Which problems did you encounter and how did you deal with them?