Being the Preferred Candidate is not the same as having a formal offer– this is always subject to satisfactory pre-employment checks, including references. As such, our advice is not to hand in your notice with your current employer until you receive a formal offer of employment.
We have a statutory obligation to ensure that every member of staff we employ has:
- the right to live and work in the UK
- the relevant qualifications, certifications and other essential requirements for the role
If you’re successful at interview, the recruiting manager will give you a call to let you know the outcome and if you’re still interested in the job, will advise that you’re the preferred candidate for the role. This status allows us to carry out essential pre-employment checks without making a formal job offer. It also means we can let the unsuccessful applicants know the outcome of their application.
Pre-employment checks include but are not restricted to:
- Passport
- Right to work documentation
- Residence permit/visa/work permit
- National insurance number plus full birth certificate
- References – as the preferred candidate you should alert your referees to look out for a reference request and to provide as quick a response as possible to reduce delays at this stage in the process
- PVG / Disclosure – as the preferred candidate you will receive the appropriate application form which should be returned to the HR Service Centre online or through the post so it can be processed and sent to Disclosure Scotland
- Overseas Criminal Record Checks
If a Standard or Enhanced Disclosure or PVG is required as part of the role and if you have spent more than 3 or more continuous months in an overseas country in the last 5 years then you’ll be required to present a copy of an overseas criminal record check. This is to cover your time out with the UK as Disclosure Scotland only relates to time spent in the UK.
Times vary depending on which country you’re applying for an overseas criminal record check in. Ideally you should apply for this as soon as possible to avoid delays in a start date.
Once all the pre-employment checks have been complete to a satisfactory level, the Recruiting Manager (future line manager) will contact you to make a formal offer and if you accept, agree a mutually convenient start date.