The registration process is quick and straight forward but if you do have any question, please email Jobs@lincolncollege.ac.uk or call Bev Harrison (Systems Development Officer) on 01522 876243. 

When completing your application, please ensure that you look at the job description and person specification carefully and refer to the requirements of the role within your application form – showing how you can meet each of these requirements.

For example, if the person specifications asks for experience of Customer Care then a possibles responses could be:

‘I have worked with customers in my previous two positions.’  This would be a poor example and is unlikely to score the applicant many marks during the short-listing process.  A better example would be:

‘In my previous two roles, I have dealt with customers on a day to day basis.  I was responsible for welcoming people to the organisation and assisting with enquiries, both by telephone and face to face.  This has improved both my communications skills and confidence in dealing with complaints and difficult situations.

It is not enough to say that you are able to do the job or that you can do the job and will provide further evidence at interview.    

Ensure that you complete all sections of the application form.  If you think some parts do not apply then write N/A in the space provided.

Make sure that the information you provide is appropriate to the job you are applying for.

Make sure the information you provide is clear, precise and easily understood.

It is recommended that you use the headings from the person specification to help you organise your information.

Include all relevant information on skills, knowledge or experience – including voluntary and unpaid work.

We will not make assumptions about you or your abilities.

We do not take into account any previous applications or prior knowledge of you.

Don’t worry if you have gained your qualifications overseas – If relevant, they will be taken into account.

Don’t submit a CV (unless for an FE Resources temporary post where the job advert states that a CV is acceptable) – Applications will only be considered through our online application or in respect of disabled applicants, another agreed format.

All applicants are advised to read the Safer Recruitment section of the Lincoln College website before completing their application form.

Please ensure that you submit your application before the deadline as late applications will not be considered. 

Only those candidates who have demonstrated that they meet the job requirements in accordance with the person specification will be shortlisted for interviews.

All panel members are advised to return short-listing paper work to the HR Unit within 3 weeks of the closing date. 

Once the HR Unit has received the short-listing paper work, they will email all applicants to inform them whether or not their application was successful.

Successful applicants will be notified, usually via email that they have been shortlisted and will be then invited to attend an interview.

All candidates will be required to present photographic ID at the start of their interview.  This is to ensure that the person presenting themselves for interview is the person they say they are and that if successful, the pre-employment checks will be undertaken on the correct person.  Candidates must provide original photographic ID, which will be verified by the interview panel and a copy taken.   Shortlisted candidates will receive an email from the HR Unit, prior to interview, informing them of acceptable ID.

As part of the short-listing process, panel members will check for any gaps in a candidate’s employment history.  Shortlisted candidates will be questioned on any unexplained gaps in employment and any un declared reasons for leaving previous employment, as part of the interview process.

Unsuccessful applicants will be notified, usually via email, once the short-listing paper work has been returned to the HR Unit. 

It is College policy to offer feedback to all unsuccessful applicants if requested.    Requests for feedback should be submitted to the HR Unit via jobs@lincolncollege.ac.uk no later than 5 weeks of the closing date of the position.  The HR Unit will then contact the relevant manager and ask that they contact the applicant to provide feedback on their application.

For some posts, applicants may be asked to undertake written exercises, tests or prepare a submission for presentation as part of the interview process.  If this is the case you will be informed of this as part of your invite to interview email.

The interview and any additional tasks are designed to allow you to expand on the information already given as part of your application. 

The Chair of the Panel will explain the interview process at the start of your interview and panel members will take notes during the interview.

You will have the opportunity to ask questions about the job and the conditions of service at the end of the interview panel questions.

All candidates will be required to present photographic ID at the start of their interview.  This is to ensure that the person presenting themselves for interview is the person they say they are and that if successful, the pre-employment checks will be undertaken on the correct person.  Candidates must provide original photographic ID, which will be verified by the interview panel and a copy taken.   Shortlisted candidates will receive an email from the HR Unit, prior to interview, informing them of acceptable ID.

As part of the short-listing process, panel members will check for any gaps in a candidate’s employment history.  Shortlisted candidates will be questioned on any unexplained gaps in employment and any un declared reasons for leaving previous employment, as part of the interview process.

All offers of employment are subject to receipt of satisfactory references.  The first reference will be required from your present of most recent employer and a second from your previous employment.  (should the length of time since the previous employment be such that the business no longer exists, then a reference should be sought from the employment prior to that).

Candidates should be expected to nominate their current employer as their first referee in order to secure the most recent information about the candidate’s employment history, work performance and suitability for the post that is being recruited to.  If the candidate hasn’t nominate their most reason or current employer as their referee, the recruiting managers will explore the candidates reasons for this as part of the interview process.

It is usual practice that the Chair of the Panel contacts all applicants on the same day that the interview takes place to inform them of their selection decision.  However, it is important that the selection decision isn’t rushed and that all panel members are involved in the decision.  If the panel needs more time to consider their decision i.e. the interviews have ended later than expected, the selection decision may be postponed until the following day.  If for any reason there is going to be a delay, the Chair of the Panel will make you aware of this either during the interview or by contacting you after the interview.

Successful Candidates

The Chair of the Panel will make an offer of appointment, usually a verbal offer of over the telephone, to the successful candidate.   Once the successful candidate has accepted the post, the HR Unit will contact the successful candidate to initiate the new starter process.

Unsuccessful Candidates

The Chair of the Panel will contact unsuccessful candidates, usually via telephone to inform them that they have been unsuccessful and provide feedback if requested.

It is College policy to offer feedback to all unsuccessful applicants if requested. Requests for feedback, following interview, should be submitted to the HR Unit via jobs@lincolncollege.ac.uk no later than 10 working days after the interview has taken place. The HR Unit will then contact the Chair of the Panel and ask that they contact you to provide feedback.

In your application for employment, it is important that you understand it is to join a subsidiary company of Lincoln College noting that the terms and conditions are very different to those enjoyed by Lincoln College employees.

Lincoln College employees have terms and conditions protected that are  favourable and include, for example, very generous annual leave and sickness entitlements and access to the local government and teacher’s pension schemes.  These conditions will only remain in future for teaching staff who will continue to be employed directly by Lincoln College. conditions will only remain in future for teaching.

Please note that you will still receive key information about Lincoln College and its subsidiary companies contained within the applicant information pack e.g. important policy documents.