Interview stage checks
When attending an interview, all candidates should:
- Provide evidence of their right to work in the UK.
- Bring any relevant qualification documents.
- Prior to interview employers should check with candidates whether any reasonable adjustments are required to enable them to participate fully and fairly in the interview process.
When arranging the interview venue, ensure accessibility is considered. In some cases, interviews may need to be rescheduled to accommodate reasonable adjustments. Recruiting Managers should seek guidance from the Lay Employment Secretary or Employment Adviser if needed.
Conditional Offer
Once the recruitment panel has selected the successful candidate(s), the Panel Chair should make a verbal conditional offer to the first-ranked candidate.
This offer must be subject to satisfactory pre-employment checks, which include (but are not limited to):
- Proof of eligibility to work in the UK – to ensure compliance with immigration and employment law.
- DBS clearance – where required, to safeguard vulnerable individuals and comply with legal obligations.
- Satisfactory health assessment – note that under the Equality Act 2010, employers cannot require candidates to complete a medical questionnaire before an offer is made. However, candidates may be asked about any adjustments needed for interviews or tests.
- Confirmation of relevant qualifications.
- References – while not legally required, it is common practice to request references. Employers must handle references carefully to ensure accuracy and avoid misleading information.
For further details, refer to the Pre-Employment Checks section.
The conditional nature of the offer must be clearly stated and confirmed in writing. A template for the Initial Offer Letter is available in the Downloadable Templates section.
Important Legal Considerations
- A verbal offer of employment is legally binding once accepted and forms a contract of employment.
- Withdrawal of a verbal offer may require notice and payment. To avoid misunderstandings, provide written confirmation of the offer and conditions as soon as possible.
- If any issues arise, seek advice from the District Lay Employment Secretary.
Start Date
Discuss a prospective start date that allows time for:
- Completion of pre-employment checks.
- The candidate to give notice (if applicable).
Do not expect the candidate to give notice until the offer is confirmed. The start date should only be formally agreed once all checks are complete.
Communication with Unsuccessful Candidates
Once the verbal offer has been accepted:
- The recruiting manager must telephone unsuccessful applicants to inform them.
- Where practicable, the Chair should offer feedback based on the candidate’s ability to meet the criteria in the person specification.
Next Steps
The following documentation must be provided to the DLES or relevant Church/Circuit/District Officer before issuing the employment contract:
- All applications.
- Copies of proof of eligibility to work in the UK.
- Notes taken during recruitment and interviews.
- A copy of the main interview questions.
- Completed shortlisting and interview scoring forms for each candidate.
- The appointment panel decision.
All personal data must be handled in compliance with GDPR:
- Destroy immediately or retain for up to six months before destruction.
Once the successful candidate has confirmed their start date and met all conditions, the line manager/Chair should begin the induction process.