Please ensure Javascript is enabled for purposes of website accessibility Recruitment approach - Guy's & St Thomas' Foundation

Recruitment approach

There is immense power in diversity so we look for people who think and act differently.

Recruitment approach

Uncovering diverse talent

Everyone who works for us plays an important role in helping us to build the foundations of a healthier society, shaping what we do and the impact we have.

We are an ambitious organisation, using all our assets responsibly to achieve better health for all, and you will be joining us at an exciting time of growth and development.

Finding the right people to join our team is as important to us as anything else we do. We recruit carefully and considerately to uncover the best possible talent.

We want to become a more diverse and inclusive organisation. Therefore, we welcome and actively encourage applications from candidates from a broad range of backgrounds, with different lived and learnt experiences.

It was such a refreshing way to apply for a job and I felt like there was a genuine interest in finding out more about me as a candidate.

What you can expect

We have designed our recruitment process to be as fair and impartial as possible, taking steps to eliminate unconscious bias from our decision-making at every stage. When you apply for a role working with us, you can expect:

  • Carefully considered requirements. We review job descriptions for gender bias and ensure they focus on knowledge required rather than years of experience gained. Formal qualifications are only included if essential for the role.
  • Unbiased shortlisting. We will remove your name and other personal information during the shortlisting process. Furthermore, we use an online platform to help us rate and rank candidates’ responses to questions specific to the role and our values. This helps us remove unconscious bias from the process. This shortlisting approach still applies when we work with recruitment agencies.
  • Diverse interviewing panel. Our selection panels include a gender mix, people from outside the hiring team and, where appropriate, external partners.
  • Interviews designed to showcase experience, skills and style. For most roles, we hold at least two rounds of interviews. This helps us understand how the candidate meets the needs of the role and our organisation. Additionally, we often complement interviews with work-based tests tailored to the skills needed for the role, and psychometric testing to help understand preferred working styles.
  • Productive feedback. We provide this on shortlisting, through our platform, and on performance at interviews. Also, we welcome feedback from all applicants on our process and where we can improve.
  • Responsive support. Our team is accessible throughout the recruitment process, and you are guaranteed a warm welcome when we meet.

It helped me to think more about how I would approach the role and has given me an insight into how the organisation works. Whatever the outcome, thank you.