To work for Cafcass you must be passionate about providing a quality service to vulnerable children and families. Through our recruitment process, we aim to recruit the right people by ensuring that you have a good understanding of our work, the role that you are interested in, and our expectations. See here for an overview of our recruitment process.
You can search online for a role that fits with your skills and experience by using our search fields – just choose your criteria. Once you’ve found a role you would like to apply for, you can apply using our online application process – simply select 'click here to apply' and this will take you to the online application form. For guidance please see completing your application.
We use a variety of assessment methods, depending on the role that you have applied for. Our assessment processes include telephone interviews and online assessment exercises. We will advise you of the methods of assessment that will be used in the job advertisement. If your application is short-listed and we invite you to participate in an assessment, we will give you full details of what is involved and what we are looking for so that you can prepare.
After you have completed our assessment exercises, if you are successful in meeting our criteria, we will invite you to attend a panel interview. Interviews provide an opportunity for us to further explore your suitability for the role and for you to meet us.
If you are successful in your application, assessment, and interview, we will send you an offer which will be subject to satisfactory pre-employment checks. Our pre-employment checks consist of the following:
References, qualifications and professional memberships
On your application, you will need to provide two referees that will cover a minimum three year employment period, one of which must be your current or most recent line manager. If you have just left full-time education, one of your referees could be your course tutor. Please ensure that you gain your referees permission before you put their details on your application form. We will not contact your referees without your permission.
If you are short-listed and invited to a panel interview, you will need to provide original documents to show any qualifications, professional memberships and registrations that we require for the role you have applied for.
If you are offered a role with us, you will be required to complete a medical questionnaire and we may ask you to attend a medical assessment to ensure you are fit to carry out the duties of the post.
Disclosure and Barring Service (DBS) Disclosure
As you will be working closely with children and young people in a position of trust, most of our roles require a satisfactory Enhanced DBS Disclosure before your employment can start with us. If you are invited to a panel interview, we will give you full details of the DBS process. We comply fully with the DBS Code of Practice and will not discriminate unfairly against anyone on the basis of conviction or other information revealed.
Once your pre-employment checks are completed, we will make arrangements for you to start and to welcome you to Cafcass.
You can apply for a specific vacancy when it is advertised or you can make an application at any time to our talent pool. If you meet our minimum eligibility criteria for a role, we will hold your application in our talent pool for up to six months. We will contact you if a suitable vacancy occurs and your application will be forwarded to the recruiting manager for short-listing.
Cafcass has further underlined its commitment to equality of opportunity by successfully achieving accreditation for the Department of Work and Pensions’ Disability Confident Employer scheme demonstrating our commitment to employ, train, retain and develop the careers of colleagues with disabilities.
As someone who might be considering joining Cafcass, you can take confidence that we are an employer that:
1. Actively looks to attract and recruit disabled people
2. Provides a fully inclusive and accessible recruitment process
3. Offers an interview to disabled people who meet the minimum criteria for the role
4. Is flexible when assessing people so disabled job applicants have the best opportunity to demonstrate that they can do the job.
5. Makes reasonable adjustments as required
6. Encourages our suppliers and partner firms to be Disability Confident
7. Ensures employees have sufficient disability equality awareness
Furthermore, should you join us you will be part of an organisation that:
1. Promotes a culture of being Disability Confident
2. Supports employees to manage their disabilities or health conditions
3. Ensures there are no barriers to the development and progression of disabled staff
4. Ensures managers are aware of how they can support staff who are sick or absent from work
5. Values and listens to feedback from disabled staff
6. Regularly reviews its Disability Confident employer self-assessment
We do collect diversity data from all applicants for the purpose of monitoring. This information is collected confidentially on a separate section of the online application form and will not be provided to recruiting managers or short-listing panels.
We have high standards and this applies to our recruitment and selection processes. Our recruiting team will ensure that your application is dealt with efficiently and confidentially and will remain secure at all times. If you need anything from us, please don’t hesitate to contact by email at firstname.lastname@example.org – we are happy to help. If you have any particular needs to enable you to fully participate in the recruitment process, please let us know and we will do all we can to assist you.
If you are not successful but would like constructive feedback on your performance during the recruitment and selection process, please ask. We also welcome your opinion and feedback on our recruitment process, including written materials and online guidance.