How we recuit

At Friendship we recognise that everyone is an individual.  This means that we recognise people who want to work with us are individuals too.

During the recruitment of new colleagues we base decisions largely on knowledge, skills and competencies and consider skills that can be transferred from different organisations and sectors.  This means we have created a diverse workforce of people who can bring different experiences to our teams.

Your application will be shortlisted against the person profile for the job.  The person profile tells you what qualifications, work experience and knowledge we think the job requires.  When you apply for a vacancy with us you should compare your skills and experience against the person profile to see if there is a good ‘fit’.  When we receive your completed application form we will also do the same – we will compare the information you have provided in the application form against the person profile.

If you are invited to attend an interview it will usually be with 2 or 3 Friendship employees, including the manager of the team that the vacancy is in.

For some roles we also include our tenants or services users, as we feel these people are best placed to tell us what they need in our employees.

For roles that have technical or management requirements, the selection process may involve more than just an interview.  This will allow us further opportunity to explore your ability and potential contribution to Friendship.

We feel that this is the best way to attract, recruit and retain the best people who will help continually develop Friendship and the services we provide.