Recruitment Process

Diversity is important to us

We aim to celebrate diversity and promote equality of opportunity for all who learn and work in our schools and Trust; to create a culture and ethos where inclusion, equality and diversity are embraced; where employment and educational opportunities are open to all; and where everyone in the Trust is treated with fairness, dignity and respect.

Our commitment to equality and diversity underpins all we do, and all members of staff are expected to support this commitment on a day-to-day basis.

The community that we serve is diverse and we aim to have people employed in the Trust representative of our community, at all levels and in all roles.

No applicant will be treated less favourably than others on the grounds of any protected characteristic.

Our selection process

Our Recruitment Policy is the basis for ensuring a fair and as objective as possible recruitment process. It is annually reviewed to ensure we are encouraging applicants from all backgrounds, and we have recently become a Disability Confident Committed employer.

All applications are considered purely on the basis of merit. All candidates are assessed against the same criteria and asked the same set of questions when interviewed. We follow the guidance in Keeping Children Safe in Education for safe recruitment in education. We appoint on the basis of the best candidate for the job.

The pages of our application form which hold personal details and equality and diversity monitoring information are not used at any point in the selection process.

Abingdon Learning Trust values diversity and encourages applications from all sections of the community.

We are committed to safeguarding and expect all our employees and volunteers to share this commitment.

All appointments are subject to satisfactory clearances including enhanced DBS checks.  Please click below for our policy on the employment of ex-offenders. Employment of ex-offenders

What happens when you submit your application?

We base our selection processes on the person specification for the job and you therefore need to make sure you have given us as many examples as possible of how you match every one of the criteria on the person specification. If you need to ask any questions please do contact us at or ask for HR on 01235 200239.

On receipt of your application, our HR staff pass submitted forms to the selection panel in the school with the vacancy, which is usually made up of middle and senior leaders who will have direct contact with the role. There are usually two people on the selection panel, all of whom have been trained in recruitment and selection, with at least one having been trained in safer recruitment. They will score every application form using a standard system.

If you are shortlisted for interview, you will be informed by email of the interview date and if you have to do any tasks as part of the interview. You will be informed of the documents that you will need to bring to interview for proof of identity and relevant educational certificates. Unsuccessful candidates are informed at this stage as well.

What happens at interview?

On arrival, we will ask you to provide the originals of identification documents and your educational certificates (if needed for the post). We will need to make copies of these.

Interviews are generally carried out by the panel of staff who shortlisted the application forms. They will ask candidates a series of questions based on the person specification and job role and will score your answers. It is therefore essential that you give as many examples as possible to answer the questions asked of you.

All candidates will be asked the same questions in the same sequence. The panel may wish to query aspects of your application form at the end of the interview. You will have an opportunity to clarify any points or ask questions at the end. You are allowed to take notes into the interview with you and are allowed to refer to them throughout the interview process.

You may also be asked to do a task or a series of tasks which relate to the job:

  • For teaching positions, this will be some observed teaching
  • For administration roles, this may be tasks which test your ability to use IT
  • For management and leadership roles, this may be a series of tasks, such as a presentation, a group discussion or joint observation and feedback.

You will be informed what the tasks will be prior to interview to give yourself some time to prepare.

At the end of the interview process the panel will make an appointment based on your scores for the answers you gave at interview and the results of any tasks (if relevant).

We try and let candidates know as soon as possible after an interview whether they have been successful or unsuccessful.

What happens if you are successful?

If you are successful, we will confirm your start date and starting salary with you. At the same time, we will request your references and conduct enhanced DBS and occupational health checks. Your offer of a post is dependent on satisfactory references and the outcomes of these checks.

We will send you a contract which you must sign and return to the Trust. Once we have completed all of these checks, you are ready to start with us!

Relevant policies

Safeguarding and Child Protection

Recruitment Policy

Early Career Teacher Induction Policy