Local Needs, Local Solutions, Local Services
Your application and our recruitment process
Christian Action (Enfield) Housing Association Ltd
Benedict House, 61 Island Centre Way, Enfield EN3 6GS. Telephone 01992 765900 Fax 01992 765999
Email info@christianac tion.org.uk Website www.christianaction.org.uk
A charity incorporated as an Industrial & Provident Society, reference 23577R.
Registered Office as above. Registered with the Homes and Communities Agency (LH0676).
A member of the National Housing Federatio
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The application form
Your application form is very important - the information you provide in your
application form is the only information we will use in deciding whether or not you
will be shortlisted for the selection process. The application forms asks you for
your personal details, your qualifications and education history and asks you to
outline how you think you measure up to the essential requirements for the post
Please do not send in a CV unless the advert for the post specifically asks you to
do this – only completed application forms will normally be considered.
Role Profile
The role profile outlines briefly what you would be required to do in the job, who
you will report to and the responsibilities (for people and resources) attached to
the job.
The person specification (part of the role profile)
The person specification highlights the essential skills, knowledge and abilities
needed for the job. We assess this information either via the application form, by
interview or by testing.
Supporting information
Try to give practical examples from either your personal or working life wherever
possible. Give examples of the work you have been involved in and write in a
positive way. Always remember to write about your individual responsibilities,
e.g. ‘I was responsible for…’; ‘I introduced…’ Always gear your application to the
specific job and ensure it is relevant to the person specification.
Applicants with a disability
We are committed to the employment and career development of disabled
people. If you tell us that you have a disability we can make reasonable
adjustments at interview, where you work and to your work arrangements. If you
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have a disability and are unable to meet some of the job requirements
specifically because of your disability, please tell us about this in your application.
If you meet all the criteria, your application will be forwarded to the initial shortlist
stage.
Shortlisting
Completed application forms are matched against the essential requirements
outlined in the person specification. Only people who have demonstrated in their
application form that they have met all the essential criteria on the person
specification can be shortlisted for interview. In some cases, if there has been a
large response to an advert, we may decide to carry out a testing exercise before
inviting people to a formal interview.
The interview
Hopefully you will have had some experience of interviews at school or college or
during your working life to date. Before you come for the interview re-read the
information sent with the application pack and refresh your memory as to what
you put in your application form, so that you can remember what you wrote.
Read through the role profile, person specification, recruitment advertisement
and anything else that may have been sent to you with the application form. Are
there any areas you do not understand? Make a note of these and ask for
clarification at the interview. It is also a good idea to find out about the
Association by looking on the website and finding out more, particularly about the
job you are to be interviewed for. Are there any current/topical issues affecting
that area of work?
There will usually be a panel of two or three people at the interview to help
ensure fairness during the interview process. The questions that they will ask will
be around the requirements listed in the person specification.
The length of the interview will depend on the type of job you are applying for, but
will generally last between 30 to 45 minutes. All interviewers will take notes
throughout the interview. The notes will help the interviewers to remember which
candidate said what, and so determine who is the most suitable person for the
job.
Other selection methods
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Sometimes we may use other means of selection for the job you are applying for.
You may be asked to do an aptitude, typing or psychometric tests or you may be
asked to undertake a presentation or an in-tray exercise. . Sometimes you may
be asked to participate in group exercises to see how well you would work as
part of a team. You will receive prior notice if we do want you to undertake a
test.
Making final selection
After the interview, the panel members will look through their notes (and the
results of any test you may have been asked to do) and decide who best meets
the person specification for the job. The person who meets them the best will be
offered the job.
All interviewed candidates will be notified by either telephone or email about the
outcome of the interview, usually on the same day or very shortly afterwards.
The successful applicant will also receive confirmation of the offer within 5
working days.
If you are offered a job
Any job offer is subject to a number of clearances such as satisfactory
references; eligibility to work in the UK; DBS check if the job involves working
with children or vulnerable adults; proof of qualifications; amongst others. Please
do not hand in your notice at your current workplace until we have advised you
that we have received all clearances and that you are clear to start work.
Fair recruitment
We try to ensure that every stage in our recruitment process is fair, properly
carried out and that people aren’t discriminated against. If you are not successful
at the interview stage of the process and would like to know the reasons why,
you should contact HR in the first instance and they will be able to refer you to
the relevant manager to discuss this.
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Employees enjoy a range of excellent benefits. These apply to everyone
whether temporary or permanent.
Why work for us?
If you want to affect real change and help build something truly special then
Christian Action Housing Association is the place to be. We are an organisation
that values people who are adaptable, innovative and seek to make a positive
change.
Career progression
Christian Action Housing Association is dedicated to continuous improvement,
including the development of employees. Hard work will be rewarded with
genuine chances for career progression and training opportunities. These apply
to everyone whether temporary or permanent. Staff meet regularly with their
manager to discuss performance and objectives. There is also an annual
appraisal process.
Benefits, salary and allowances
These are detailed in the job advert (a copy of which is in this pack) and also on
our website www.christianaction.org.uk.
Pension - Your employer pays 9% of your gross salary into the fund on your
behalf. You can if you wish to contribute an amount yourself
Annual leave - Generous annual leave (in addition to statutory and public
holidays) from 20 days to 30 days depending on length of service. Annual leave
for part-time and job share employees is calculated on a pro-rata basis according
to the hours worked.
Flexible working - The Association positively encourages flexible working and
work life balance aimed at supporting individual employee requirements within
the context of meeting service delivery needs.
A range of schemes are in place including flexitime, part time work, term time
work, career breaks, home-working and job sharing.
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Family friendly policies - the Association offers enhanced maternity benefits
after 1 year in post, paid paternity leave and adoption leave. Special leave is
also available to deal with family emergencies.
Learning and development - The Association believes in “lifelong learning“ and
is committed to develop the potential of all its employees, not only for their
current jobs, but also for their future employability.
Smoke-free working environment - Smoking is not permitted in any of the
Association’s buildings.
Probation - confirmation of appointment is subject to a satisfactory probation
period of 6 months
Code of conduct - all employees are subject to the Association’s Code of
Conduct which outlines the responsibilities of all employees in this area.
Health and safety policy - the Association aims to ensure a safe working
environment for all its employees through the implementation and monitoring of
its health and safety policy, providing training and guidance of safe working
practices where appropriate
Policy on the recruitment of ex-offenders
Christian Action Housing Association is committed to the fair treatment of its
staff, potential staff or users of its services, regardless of race, gender, religion,
sexual orientation, age, disability or offending background.
We actively promote equality of opportunity for all with the right mix of talent,
skills and potential and welcome applications from a wide range of candidates,
including those with criminal records. We select all candidates for interview
based on their skills, qualifications and experience against the job requirements
As an organisation using the Disclosure Barring Service (DBS) to assess
applicants' suitability for positions of trust, Christian Action Housing Association
complies fully with the DBS Code of Practice (a copy of which can be seen on
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the DBS website using the link https://www.gov.uk/disclosure-barring-service
and undertakes to treat all applicants for positions fairly. It undertakes not to
discriminate unfairly against any person who is the subject of a Disclosure on the
basis of conviction or other information revealed.
Creating an inclusive place to live.
Motivated by Christian and social concern, we aim to create places where people
want to live. We invest in high quality housing, support and services that are
affordable and accessible to those in housing need.
Christian Action works in the four London boroughs of Enfield, Barnet, Haringey
and Waltham Forest. Our purpose is to identify local needs, to respond to these
needs with local solutions, and to provide excellent local services.
Our History
Christian Action (Enfield) Housing Association was founded in 1966 as a local,
church-based, response to the need for affordable housing for rent.
This remains our core activity, and we continue to build new housing and
purchase older properties for renovation when the opportunities arise.
Today we own or manage over 1,450 dwellings, providing a range of housing
and services in the four North London boroughs of Enfield, Barnet, Haringey and
Waltham Forest. We work in partnership with local authorities, the community
and voluntary sectors, private sector organisations, and we seek to provide high
quality services that are affordable and accessible to our customers.
An Audit Commission inspection of Christian Action's housing management
services in 2007 found that the Association provides good (2 star) services and
has "promising" prospects for improvement
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