Recruitment process

We are committed to ensuring that we recruit from the widest possible field and appoint on the skills and behaviour requirements of the post detailed in the job description.

People are proud to work for the Fund and feel valued, supported and included in our focus's and priorities. Having the right environment that supports our people and customers is critical to the service we provide including how we work now and in the future.

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Employment checks

Successful candidates will be contacted and conditionally offered the position following completion of the recruitment checks. The conditional offer of employment will be subject to suitable references, a medical assessment and pre-employment checks.

It is advised not to hand in notice at this stage until all checks are completed.


The Fund will prepare a robust induction programme that begins before a person starts, ensuring they are informed and prepared for their first day. This support continues throughout their role with individual development plans, supported monthly 1-2-1 and annual appraisal to ensure everyone has the opportunity to set personal goals and to seek opportunities for development achieving success in their roles.


All employees are required to satisfactorily complete a six-month probationary period. New employees or those that have changed roles will have a bespoke Personal Development Plan which link individual goals into expectation of role, performance and behaviour to provide regular opportunity for constructive feedback at regular discussions on individual performance during 1-2-1 and appraisal meetings.

The probation policy helps new employees establish their suitability for the post to which they have been appointed to and to provide a ‘settling-in’ period. Probation review meetings will be carried out at one, three and six months for all employees.