Our recruitment approach

Equal Opportunities

The Trust is committed to a policy of treating all its employees and job applicants equally. No employee or potential employee shall receive less favourable treatment or consideration on the grounds of race, colour, religion, belief, nationality, ethnic origin, age, sex, sexual orientation, disability or marital status, or will be disadvantaged by any conditions of employment or the Trust's requirements that cannot be justified as necessary on operational grounds.

Criminal Records Bureau (CRB) Disclosures

As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants' suitability for positions of trust, Bell International complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

» Click here for full details of our policy on the recruitment of ex-offenders.

Criminal Records Bureau (CRB) Disclosure

As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants' suitability for positions of trust, Bell International complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

Bell International is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

This written policy on the recruitment of ex-offenders is made available to all Disclosure applicants at the outset of the recruitment process.

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.

A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.

Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to a designated person within Bell International and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.

Unless the nature of the position allows Bell International to ask questions about your entire criminal record we only ask about "unspent" convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those in Bell International who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

At interview, or in a separate meeting, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.

We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily bar an individual from working with us.

This will depend on the nature of the position and the circumstances and background of any offences.

Data Processing Notice

In order to process the job applications received, it is necessary for Bell to collect, use, retain and otherwise process the personal data (and any sensitive personal data) provided by job applicants. By submitting a job application to us you are providing your voluntary consent to us processing, both manually and by electronic means, all personal and sensitive personal data submitted by you within your application, curriculum vitae, covering letter and any other ancillary materials provided with your application. Our processing of your personal data is covered by the Data Protection Act 1998 and our Data Processing Notices sets out how we will process your personal data if submitted to us for this purpose. Please click on the link below to read our Data Processing Notice before submitting your application.

» Click here to read our Data Processing Notice

Data Processing Notice - Job Applications

The Bell Educational Trust Limited (referred to herein as “we” and “us”) welcomes job applications from individuals. In order to process the job applications received, it is necessary for us to collect, use, retain and otherwise process the personal data (and any sensitive personal data) provided by job applicants. Our processing of your personal data is covered by the Data Protection Act 1998 and this notice sets out how we will process your personal data if submitted to us for this purpose. It is important that you read this notice fully. Should you have any questions, please do let us know by contacting Yasmin Smith, Head of Human Resources at

“Personal data” means information which relates to a living individual who can be identified from that information, whether or not in conjunction with other information. Common examples include, name, address, and contact details.

“Sensitive personal data” means information relating to your physical or mental health, the commission or alleged commission of any offence by you and any proceedings for such an offence (including the outcome or sentence in such proceedings), your political opinions, religious or similar beliefs, sexual life or your membership of a Trade Union. Unless necessary and relevant to your job application, we would ask that you do not provide us with sensitive personal data about yourself in your application.

By submitting a job application to us you are providing your voluntary consent to us processing, both manually and by electronic means, all personal and sensitive personal data submitted by you within your application, curriculum vitae, covering letter and any other ancillary materials provided with your application.

We will process your personal data (including sensitive personal data, where applicable) for the purposes of the administration and management of your job application and, where an application is successful, to the additional extent required to progress your placement in that role. In addition, we will process your personal data, where required, to obtain suitable references and undertake any required verification of the information you have provided to us.

We will treat your personal data and sensitive personal data as confidential and will not use or process it other than for the legitimate purposes set out above.

Please note that if it is clear that the role you are applying for is located outside the EEA, we will transfer your personal and/or sensitive personal data to the relevant overseas entity to deal with your application. If it is not clear whether you are applying for an overseas role, we will not transfer your personal data outside the EEA for this purpose without asking for your consent in advance.

Please note that some of our service providers may be based in a country or territory outside the UK, including in jurisdictions outside the European Economic Area.

Where an application is successful we will only retain your personal data (and any sensitive personal data) for the purposes of finalising your offer of employment and for the purposes of the administration and management of your employment unless required by law, or unless otherwise permitted in accordance with local laws. If your application is unsuccessful, we will retain your personal and sensitive personal data for no longer than 12 months unless you have indicated otherwise on your application.

Please note that upon submission of your application, you will be sent an automated response confirming receipt of your application. Please retain this automated response for future reference.

 

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