The guidelines below and supporting information are intended to assist you in completing the Boston College job application form. Please read them carefully before submitting your application.
The Application Form
Your completed application form is an important part of the Boston College selection process. We would prefer to receive your application online. However, paper versions are available for you to complete from the College's HR department on 01205 365701.
Boston College do not accept CVs as a substitute for an application form.
Skills, Qualifications and Experience
Depending on the job role you are applying for, the skills, qualifications and experience required will be outlined within the person specification grid.
Think carefully about why you want this job and what experience and skills you have to offer. These may be from previous employment (paid, voluntary or domestic), study, general interests or life experience.
It is critical that you address the specific requirements outlined in the person specification and show how you are able to satisfy each of the stated criteria.
Please remember that it is not sufficient to repeat what the specification says - you must show how you meet each requirement.
Any offer of employment by Boston College will be subject to the receipt of satisfactory references.
Please ensure that you have contacted your referees and they are willing and available to provide you a reference before you submit their name. One of your referees must be your current or most recent employer.
If your employment history shows evidence that it has involved working with children, young people or vulnerable adults, then you must include this employer as your second referee. If there are more than one, you must list them all as referees. Alternatively, if this is not the case the second referee should ideally know you in a work capacity, and not include neighbours or relatives.
All Boston College application forms received on time are considered by a shortlisting panel. Only those who have demonstrated that they meet the essential criteria, competencies and desirable criteria (if appropriate) will be invited along to interview.
If you are selected as a shortlisted candidate, you will need to bring along your completed Disclosure and Barring Service (DBS) form and supporting documentation with you on the day of your interview. It is important to note that newly appointed staff will not be able to commence duties until DBS clearance is received by the College.
If you are shortlisted, you will be invited to attend an interview. For some posts, you may be asked to undertake a written task or to prepare a submission for a presentation as part of the interview process. If this is the case, you will be informed before the day of your interview.
The interview will usually take place with a panel of at least two people, more for some senior posts.
During the interview, panel members will be taking notes. You will also have the opportunity to ask questions.
You will be contacted either by post or email to be informed if you have been selected for interview. Occasionally, we may have to either contact you by telephone at home or work. Please advise us if you would prefer us not to contact you at work.
Offers Of Appointment
All those who have been interviewed for a post will be notified of the outcome of the selection process by either letter or telephone. A verbal conditional offer of employment will be made, subject to the College obtaining two satisfactory references, medical clearance, and a satisfactory result from a Disclosure and Barring Service (DBS) check.
All candidates will be required to complete a medical questionnaire, and, if necessary, to be medically examined. Confirmation of the appointment will depend upon evidence of satisfactory health. Those who have communicated that they have a disability will not receive unfair treatment or discrimination because of that disability.
Boston College celebrates and values diversity.
The College is committed to providing a welcoming and supportive environment in which all students and staff have the same opportunity to succeed regardless of age, race or nationality, sexual orientation, class, religion or belief, gender, gender identity, learning difficulty or disability.
Boston College will not unfairly discriminate against ex-offenders, and if you have to give details of previous convictions this will not automatically prevent you from getting the job. The College will consider how previous convictions could affect the job you are applying for and these will only be taken into account if the offence is relevant to the type of work you would be doing. If you are invited to interview you may be asked questions in respect of relevant criminal convictions and other associated information in order to assess job related risks.
As Boston College meets the requirements in respect of exempted occupations under the Rehabilitation of Offenders Act 1974, all applicants who are offered employment will be subject to a criminal record check from the Disclosure and Barring Service (DBS) before the appointment is confirmed. You are therefore required to declare any pending criminal prosecutions you may have as well as any spent criminal convictions, cautions, reprimands and final warnings as defined under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. The only exception to this requirement is that you do not need to disclose any ‘protected’ cautions or convictions as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendments)(England and Wales) Order 2013. You are also required to provide any other non-conviction information (such as police enquiries) which has a bearing on your suitability for appointment. Any information will be kept confidential and used only in connection with the application.
The College has a policy on employment of ex-offenders, which is available on request to all Disclosure applicants at the outset of the recruitment process.
Boston College may withdraw an offer of employment if you do not give details of previous cautions, reprimands, final warnings or convictions where appropriate. The successful candidate will be unable to take up the appointment until disclosure information has been received by the College.
The College will pay the appropriate fee for the Disclosure.
The College complies with the Disclosure and Barring Service (DBS) Code of Practice on fair use and handling of Disclosure information. Applicants can request a copy of the College’s Code of Practice ‘Policy on the Employment of Ex-Offenders and the use of Criminal Checks’ from the Human Resources Department.
Need More Advice?
If you need any additional support or advice in regards to completing your application, please contact the College's HR department on 01205 365701.