Hiring Policy

Fairness and transparency

Unite Students' recruitment and selection process is:

• Transparent
• Objective and free from conflict of interest

Documentation and materials relating to the recruitment and selection process are treated confidentially and in accordance with the Data Protection Act (DPA) and our Data Protection Policy.

All candidates have the right to feedback and access to any documentation held on them in accordance with the DPA. If required, all candidates are entitled to request adjustments to the interviewing process in line with the Disability Discrimination Act.

Assessment and testing

For some roles we use online assessment tools that are specific to the vacancy as part of the application process. The assessments are short and full instructions are provided for candidates on screen. Further assessments may form part of the interview process. All candidates will be notified of the details of any skills tests or assessments when they are invited for interview.

Feedback on all assessments and tests undertaken is not provided. If a candidate requests feedback, we'll endeavour to provide it.

Right to work

If you are successful you will need to provide valid proof of your Right to Work in the UK. Where possible, we will ask you to bring your Right to Work documents to your interview.

EU, EEA and Swiss citizens will need to provide a share code, allowing Unite Students to check their employment status via the government online tool.

Unfortunately, we are not currently licensed to sponsor visas.

Further guidance on Right to Work documents can be provided during the recruitment process.

DBS checks

As part of our commitment to safeguarding our students, new starters in certain roles may be required to complete a standard DBS check prior to commencing employment. If this is the case, it will be stated on the job advert and the Talent Acquisition team will also inform you during the process. The cost of this check will be incurred by Unite Students.

Recruitment of Ex-Offenders

We will consider people with a criminal record for employment on their individual merits in the context of the role they have applied for. For roles eligible for a Basic DBS check, unspent convictions will be taken into account. Where an individual has an unspent criminal conviction, consideration will be taken into the nature of the offence within the context of the role applied for and an open and honest discussion will take place with the individual before employment commences. The result of every check, if applicable, will be considered in line with the DBS Code of Practice and considered fairly and transparently with the individual. A criminal record will be assessed by considering factors such as the relevance of the offence to the role, the nature and seriousness of the offence, how much time has lapsed and circumstances at the time. This assessment will be transparent and a ‘disclosure discussion’ may be held to allow both parties the opportunity to discuss the conviction. The panel will act in accordance with the Rehabilitation of Offenders Act 1974 and the DBS Code of Practice.

Driving licence checks

Some of our roles will require applicants to hold a full driving licence valid for driving in the UK. Where possible, we will ask you to bring your relevant documents to your interview.

Communication and feedback

We receive a high volume of applications and as such cannot make direct contact with everyone who applies. However, we commit to respond to all applicants by email within four weeks of the closing of a role to inform them whether they have been successful or not.

Full interview feedback will be provided to candidates who attend a face to face interview, if requested.

Interview expenses

We don't cover candidates' travel expenses to and from interviews unless it's requested that the candidate attend an interview a significant distance from the location of the role for which they have applied.