• I have been offered the role, what next?

  We will need to go through a number of clearances processes before you can start your role with us. You will receive a conditional offer from us which, this is provisional and subject to satisfactory clearances. Please do not hand in your notice until you receive our final unconditional offer in writing.

• Why do you ask for my passport/birth certificate?

  We need these to make sure you’re allowed to work in the UK. Since 2008, all candidates must prove they have the legal right to work in the UK. This is usually with either a UK birth certificate or UK passport but can also include a range of other documents. You can click HERE to find out more.

• Why do I have to fill out a pre-employment health form?

  After the job offer, you’ll fill out a health form online. We use an independent third-party Occupational Health provider who helps us make sure you can undertake the requirements of the role and will advise us if you require any reasonable adjustments or support.

• Why do I need a DBS check?

  Some roles at ateb Group involve working with vulnerable adults, so we need to do a Disclosure and Barring Service (DBS) check to make sure you’re suitable for the job. This is important for keeping everyone safe. The role profile for the vacancy will detail if criminal records check or DBS check is required.

• What's "Schedule 1"?

  A: Schedule 1 is a part of a law called the Housing Act 1996. It sets out rules for working at ateb Group. We ask questions on our application form as we need to know if you have any connections with board members, past jobs here, relationships with current or former staff or suppliers. We also keep track of any tenancies or family ties you have related to ateb Group. We will need to seek Board approval for any Schedule 1 appointments, however unfortunately if you are related to one of our Board Members you are not permitted under Schedule 1 to be employed with ateb Group.

• What is a conditional and unconditional offer?

  A conditional offer, sometimes referred to as a provisional offer, is subject to satisfactory clearances. This could include pre-employment health checks, right-to-work documentation, certificates relevant to the role, DBS checks, or references. An unconditional offer, on the other hand, is made without any restrictions or pending clearances as is usually the final one you will receive.

• What happens once I have my start date?

  The hiring manager stays in touch, and the People Team sends induction details, terms, and conditions and any other paperwork to you. Our Digital Services Team will be in touch and arrange delivery of any ICT equipment you may need.

Once you have started

• Is there a probationary period?

  Yes, we have a 6-month probationary period.

• Can you take annual leave during your probationary period?

  Yes, you can start accruing annual leave from the beginning of your employment, irrespective of the probationary period.

• What training and support is provided when I start?

  All new starters will receive a comprehensive induction plan which covers your six month induction period.

  This includes training, shadowing and opportunities to meet with your new colleagues and key stakeholders. 

  This will be sent to you before you start.

Back to Recruitment FAQ page.