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Recruitment Process & Guidance

Through our recruitment process, we aim to recruit top quality people by ensuring that they have the right knowledge, skills and experience to deliver quality services to our clients.

How to apply

Some jobs will give applicants the choice to submit a C.V. in the first instance and for other jobs, we will require applicants to complete an application form. Our preference will be clearly stated on each advertisement. You can download the application form from here. Application forms and C.V's should be sent to jobs@bid.org.uk before the end of the closing date.

Our assessment process

Once we have received your application form or C.V., it will go through a fair shortlisting process and if you meet the main essential criteria, you will be invited to participate in the next stage of the selection process which will normally be an interview. You will be asked to complete an application form prior to the interview if you have not done so already. At the interview, we use a variety of assessment methods depending on the role that you have applied for.

Applicants with a disability

BID have a Disability Confident award and are committed to employing people with a disability.

For the purpose of ensuring that people with a disability are not disadvantaged in the selection process and your needs are accommodated to the best of our ability, please ensure that you tell us about any support your may require arising from a disability on the relevant section of the application form. 

If you have a disability and require the application form in an accessible format, please contact jobs@bid.org.uk

Convictions and Disclosure and Barring Service (DBS) check

Due to the nature of our work, jobs within BID Services are exempt from the provisions of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). All posts are subject to an Enhanced DBS check and applications are required to complete this section of the application form and provide information of any convictions, cautions, reprimands or final warnings that are not "protected' as defined by the above Act.

Note: The amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are 'protected' and are not subject to disclosure to employers, and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found on the Disclosure and Barring Service website.

Equal Opportunity

Our Equality & Diversity policy aims to ensure that every applicant is treated fairly and without discrimination.  We request certain diversity data at the back of our application form so that we can monitor whether we are reaching a diverse pool of applicants. A full copy of BID Services' Equality and Diversity Policy is available from HR.

Offer and pre-employment checks

If you are successful after the interview process, we will send you an offer which will be subject to satisfactory pre-employment checks.

  • 2x references - one of which will be from your last employer
  • Asylum and Immigration check - to verify your eligibility of the right to work in the UK
  • Disclosure and Barring Service (DBS) Enhanced Certificate
  • Proof of qualification(s) if applicable.


If you are unsuccessful at interview and would like to request feedback please contact the Human Resources Team who can arrange for feedback to be given from the Chair of the interview panel.