Candidate Application Form

We believe that we offer the opportunity to work with an enthusiastic team creating some of the most advanced solutions in the Service Software market, in an environment where your talents can show. If you feel you are the right candidate, please complete this application form in this pack you will find

• The Candidate Application Form
• Equal Opportunity Form
• Recruitment of Ex-Offenders Policy

What happens during the Application Process?

Once a completed application form has been received, it will be reviewed by the relevant manager to see if your application aligns with the role. If we think you are a good fit, we will contact you to arrange an interview. This may be a face-to-face interview on site or a telephone/Microsoft Teams interview. If your interview goes well, you may be offered a second interview (if necessary) or a job offer will be sent to you by post or email.

Information we need?

As part of your application we will need to check that you are suitable for the role in terms of security. The reason for this is that Aeromark provides systems to high security customers. This means that we have increased obligations and adhere to the data security standard ISO27001. Depending on your role, if you progress further, we will need to carry out an Enhanced Full DBS security check. To save a lot of time for you and the company, on your application we ask a few more detailed personal questions and we will need to carry out these security checks. Some of them are optional at this stage (such as date of birth) which we will need if you progress further, so it is entirely at your discretion if you wish to complete any optional questions. You should rest assured that all records are securely stored and will be destroyed when no longer required. We may wish to retain your application form for future reference.

Please list your qualifications below:    

Education – Secondary

Please list your secondary education results. (GCSE/A/AS Levels/Scottish Higher/Irish Leaving/Access/GNVQ etc.). Include all examinations taken at this level whatever the outcome.

I declare that the details given in this Candidate Registration Form, in my own Curriculum Vitae ("CV"), written references and other information from interviews or telephone conversations (application) provided by me are true and give an accurate and complete view of details relevant to those considering me for employment.

I acknowledge that personal data will be processed fairly and lawfully in adherence to the General Data Protection Regulation (GDPR) and that reasonable and appropriate measures are taken by you, the company, to ensure that my personal data (including the information in my CV) is protected from unauthorised access or modification, unlawful destruction and improper use.
I acknowledge that Equal Opportunity information will be held separately and will play no part in the selection process.

I acknowledge, in the event I provide details of a referee, it is my responsibility to ensure that the person is aware that I have forwarded his/her details on to you, the company, and has consented for me to do so.
I am aware that, in the event that the information requested by you, the company, is not supplied by either me or other persons or bodies, or is not satisfactory, then my application may not be considered.
Additionally, if I have been employed by you, the company, and the information is found to be inaccurate or misleading my employment may be summarily terminated.

RECRUITMENT OF EX-OFFENDERS POLICY

INTRODUCTION

As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Part II, Point 7), Aeromark and all associated companies require all potential employees to undergo either a standard or enhanced criminal record check, processed through the Disclosure and Barring Service (DBS).

Aeromark complies fully with the Code of Practice and undertakes to treat all applicants for positions fairly throughout the employment process. Aeromark undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.

EMPLOYMENT REQUIREMENTS

Aeromark will ask an individual to provide details of convictions and cautions that Aeromark are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Part II, Point 7), as amended, and where appropriate Police Act Regulations as amended), Aeromark can ask an individual about convictions and cautions that are not protected.

The level of check is dependent on the nature of the role, this requirement will be made clear during the application and interviewing process.

Aeromark 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.

Aeromark  actively promotes 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. Aeromark selects all candidates for interview based on their skills, qualifications and experience.

An application for a criminal record check is only submitted to DBS after a job offer has been accepted. For positions where an unprotected criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement detailing the type of DBS certificate required and discussed in the event of the individual being offered the position.

At interview, or in a separate discussion, Aeromark ensures 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.

Aeromark makes every subject of a criminal record check submitted to DBS aware of the existence of the Code of Practice and makes a copy available on request.

Aeromark undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

I acknowledge that Aeromark is associated with a number of Companies and in filling in this application, I agree to let Aeromark pass these on to the associated Companies.

EQUAL OPPORTUNITIES (OPTIONAL)

We are gathering this information for monitoring purposes only. We will only use this data to assist us in making decisions regarding the effectiveness of our diversity policy and providing statistics to our business. Your identity will not be disclosed in this event.

You do not need to complete this if you do not wish to.

Thank you for completing our candidate application form,

this information has been sent to the relevant department.

If you have any further questions please contact us by using the online form here