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Our Recruitment Process - What to Expect

We're delighted that you have expressed and interest in working at Woodborough PreSchool.  


This page has been setup to explain the process we follow for recruitment and provide links to all the relevant documentation you will need at various stages of your job application.

If you are uncertain about aspect of the application process please email and we will be more than happy to help.


Step 1: Decide whether the job is for you

Please read carefully through the following related to the job you are applying for:

- job description, role profile and person specification


Please review the following policies and documents 

 - SafeGuarding Policy

 - The standard reference request form we will send to your referees

 - Our Employee Privacy Policy

This role is exempt from the Rehabilitation of Offenders Act (1974). It requires an enhanced criminal records check and is subject to suitability checks by Ofsted. Applicants must be prepared to disclose any convictions they may have and any orders which may have been made against them.

Step 2: Apply for the Job

Click here to complete your application form online

Please also consider completing our discrimination and equal opportunities form, you can compete this at any stage and it is not linked to your application 


Step 3: Interview 

We will review all the applications we receive and shortlist candidates for the position.  If you have been successfully selected for interview we will get in touch to arrange an interview.   

If you have any special needs, requirements or adjustments we can make for you, please let us know at this stage so we can accommodate (this information is not used for any other purpose)

Before of your interview, please download and print the following forms, place them in sealed envelopes and bring them to the interview.

 - Self-Disclosure Form

 - DBS Consent Form


If deemed necessary following the interview, we may ask for additional information to be provided for consideration. In some circumstances we may ask that this is followed up with a second interview, practical exercise or trial.

Step 4: Conditional Job Offer


The successful candidate(s) will be provisionally offered the position.  At this stage any final vetting will be carried out, e.g DBS checked, references followed up further and any other checks deemed necessary.  


Step 5: Final Job Offer

Subject to a satisfactory outcome to all of the above, the successful applicant(s) will be formally offered the position and be able to agree a start date for the role.  


  • Our Recruitment Process 

  • Job Description / role profile

  • Person specification

  • SafeGuarding Policy

  • Recruitment Process

  • Application form

  • Self-Disclosure form

  • Consent form

  • Privacy policy

  • Reference pro forma

  • Recruitment ex offenders policy

  • Link to equal opportunities form

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