Recruitment process for Leadership roles

We believe it is important that all parties make a valued contribution to the robust recruitment process and will invest heavily in working with you to establish the strengths, challenges, ethos and vision of the School/Trust. We will agree competencies and skills to meet these challenges, clarifying the profile of the preferred candidate. It is vital to us that you feel supported to take ownership through this crucial process and have a strong sense of shared responsibility when making the successful appointment. Our proactive recruitment process will ultimately attract a high quality field. 

We have a robust process for all leadership vacancies that will be tailored to the unique requirements of this role. This process has a proven track record of success and is split into three distinct stages:

Stage 1 - Scoping

• Develop an understanding of the vision, ethos, strengths and unique selling points of the school by meeting key stakeholders including SLT, teachers, support staff and students, if feasible.
• Establish a profile of the desired leader including preparation of the job description and person specification if needed.
• Prepare all marketing including the application pack, online information and advert design.
• Potential applicants will be furnished with comprehensive information online. 

Stage 2 - Search & Applicant Manager 

We will identify candidates through:

• An existing database of potential candidates established through previous recruitment campaigns.
• A robust national headhunting search
• Handle all responses to the advertising campaign, providing candidates with a warm response and comprehensive information, and proactively manage the response to maximise the number of applications.
• Organise and support school/Academy tours to encourage serious applications.
• Stage 2 is complete when a shortlist is selected. 

Stage 3 - Assessment and Appointment 

• Design the structure and content of the assessment days, advise on the formal and informal activities, develop appropriate activities, suggest presentation titles and provide questions for the panel interviews.
• Support the appointment panel to ensure all participants are confident in differentiating between and scoring the candidates.
• Manage the logistics of the assessment days; provide documentation and support for candidates.
• Obtain references, POCAL list 99 checks, eligibility and identity documents for all shortlisted candidates and undertake any associated administration.
• Obtain priest references and ensure the entire process is in line with the Bishops’ Memorandum on the Appointment of Staff in a Catholic School.
• De-brief all candidates giving detailed, constructive feedback.
• Finalise checks on the appointed candidate ensuring full compliance with DFE guidelines – Safeguarding Children and Safer Recruitment in Education.
• Stage 3 is complete when an appointment is made.