How to apply for a job
Before starting your application for a position with us, we recommend that you review the job description and person specification in order to identify how you meet the criteria required for the role.
Make sure you:
- Read the job description and person specification in full
- Check the closing date and submit your application on time
- Make sure your CV and covering letter are up to date
- Keep your CV to a maximum of two A4 pages and don’t include any photos
- Use a simple, consistent format
- Make sure your covering letters demonstrates how you meet the person specification (using examples), why you’re suitable for the job and what interests you about working for us
- Check your spelling and grammar before submitting
When you think your CV and covering are ready, you’re ready to apply.
Privacy statement
When you apply for a role with JDRF your CV and covering letter for any position will be used during the recruitment process to shortlist suitable candidates who will then be invited to proceed to the interview stage, and to select the final candidate that the role will be offered to.
We sometimes use third-party job application platforms to publish and receive applications for roles at JDRF. When you apply through these portals the organisation’s privacy information will be available to you. We only work alongside other organisations in this way if we are satisfied that they will keep your information safely and use it only in the same legal ways that we would.
During the recruitment process, we will perform some checks on your identity, your right to work in the UK, your past employment references and for some specified roles your eligibility to work with vulnerable people.
If your application is successful, this information will then form part of your personnel file.
We delete the personal information of unsuccessful applications six months after the application process ends in case there are follow-up queries about the process. There may be some occasions where we ask to keep your details long in case we want to talk about future roles. Statistical information like ethnicity, sexuality and disability is kept to ensure that our recruitment processes are inclusive and not discriminatory, but this is completely anonymised.
If we are required by law to share your information, (for example; in response to a warrant or court order), we will do so.