Job application form

Confidential

Please confirm the role you are applying for, as listed on our recruitment page

Location

Section 1: Personal details

Title

Name

Address

Email

Phone

NI Number

Do you have a full UK driving licence?

No

Yes

Do you have an unrestricted right to work in the UK?

Yes

No

Are you known to any current Honeypot employees?

No

Yes

Section 2: Current or most recent employment

Employer name and address

Position held

Start and end dates

Salary

Notice period. Please also state if you are able to use accrued untaken holiday as part of your notice period

Please give a summary of your main duties and responsibilities

Section 3: Previous employment (last 5 years minimum)

Employer name and address

Position held

Start and end dates

Reason for leaving

Add another employment?

Yes

No

Section 4: Gaps in work history

Please account for any gaps in your employment that are longer than a month (ie: voluntary work, study, time off for family etc)

Section 5: Education and qualifications

What is your highest level of education?

University

College

School

Please give qualifications/grades at the highest level

Section 6: Professional training and registrations

If you have any other relevant training/qualifications or professional registrations, please give details and dates

Section 7: Social media declaration

We ask applicants to declare any public social media accounts held in their own name. This information is used solely to assess suitability for roles that involve safeguarding, public engagement, or representation of the organisation. We will not request access to private accounts.

Please give details of any public social media accounts in your name including the platform, start date, current status and reason for the account (personal or business)

Section 8: Supporting statement

Please include more details of your experience, skills and further information in support of your application for this particular role.

Section 9: References

Referees can include line managers, payroll or HR. Personal references will only be accepted if the company has ceased trading and should be from your immediate line manager. P45/P60 may be requested to verify dates of employment.

Reference 1

This should be your current/most recent employer detailed in section 2

Contact name

Contact email

Reference 2

This should be your next most recent employer detailed in section 3

Contact name

Contact email

Section 10: Other information

Please give any important notes or information that you think is relevant, but have not already covered.

It would be helpful to include in this section any reasonable adjustments you would wish us to make in the event you are invited for interview, in order to assist with interview planning.

You can upload your CV to provide additional detail alongside your application. However, you must still complete all sections of the application form, as CVs alone will not be considered.

Upload CV (optional)

How did you hear about this role?

Section 11: Safer recruitment - declaration of criminal offences

This post is covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 because it is a post which involves working directly with children or young people. You are therefore required to declare whether you have any criminal convictions (or cautions or bind-overs) including those which are spent. 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

PLEASE NOTE: If your application is successful, you will be required to undergo a formal disclosure process through the Disclosure and Barring Service (previously CRB) or PVG (Scotland). This will require you to complete a separate DBS/PVG application form and to provide a range of more than one piece of documentary evidence of your identity. Failure to disclose relevant child protection information may be deemed to be a disciplinary offence. This process will begin prior to your start date. DBS/PVG certificates must be received by the end of your first 3 months of employment and will be reapplied for every 3 years.

Have you ever been convicted of any criminal offences, warned or reprimanded or been officially cautioned in relation to any such offence?

No

Yes

Are you included in any list of people barred from working with children by the Disclosure and Barring Service (DBS) or the Teaching Agency?

No

Yes

Section 12: Declaration

I understand that, if I am appointed, personal information about me will be computerised for HR/employee administrative purposes including analysis for management purposes and statutory returns.
In submitting this application, I give my consent for The Honeypot Children’s Charity to use my personal data for these purposes, and I understand that I can withdraw my consent at any time.
I understand that, should any of the particulars I provide in this application be found to be false within my knowledge, or should there be any wilful omission of material fact, this may be reported to the police, as well as leading to my application being rejected or the contract being null and void if I have already been appointed.
I have read the Standard & Enhanced DBS Check Privacy Policy and I understand how DBS/PVG will process my personal data and the options available to me for submitting an application.

I certify that the information given in this application is true and accurate to the best of my knowledge and belief

Further information

If you have any queries about submitting this application, please contact:

HR Department

The Honeypot Children’s Charity

Spaces

12 Hammersmith Grove

London

W6 7AP

020 7602 2631

recruitment@honeypot.org.uk

Safeguarding and the recruitment process

Designated Honeypot safeguarding leads: Operations Managers, Directors, CEO and Trustees.

Statutory guidance issued by the DfE's ‘Keeping Children Safe in Education’ states that organisations should ensure that written recruitment and selection policies and procedures are in place in order to help deter, reject or identify people who might abuse children. The full Honeypot application and recruitment policy can be requested from HR.

The Honeypot Children’s Charity is fully committed to all measures to protect the children and young people in our care and takes all reasonable measures to prevent potential abusers from having any access to the sites and to co-operate fully with all other agencies who are part of the child protection process in our operating areas. All measures will be taken in accordance with safer recruitment guidelines to minimise the risk of inappropriate individuals gaining access to the charity as employees or volunteers.

All staff and volunteers in the charity are expected to show commitment to the principles and good practice of child protection as set out in the charity’s Safeguarding Children Policy and in local authority guidance and procedures. The charity will fully support staff and volunteers in this process by ensuring that full training, guidance and support is provided to enable everyone to operate safely and appropriately with children and young people.

Concerns of a child protection nature will be fully recorded on personnel files, with copies provided to the individual, and may well be included in any future references which we are requested to write for that individual.

Failure to disclose relevant child protection information may be deemed to be a disciplinary offence.