Apply
It’s quick and easy to apply for a role at British Heart Foundation. All you’ll need is an up-to-date CV. Depending on the role you’re applying for you may be asked to answer a few application questions or to submit a supporting statement, outlining your interest in the role and how you meet the role’s criteria.
If you require any adjustments at the application stage, please contact the
Recruitment team. We’ll support candidates who require adjustments throughout the recruitment journey. As part of our commitment to be an inclusive employer and ensure fairness and consistency in selecting the best candidate for this role, BHF uses anonymous CV software as part of the application journey. You’ll be notified via email when your application has been submitted. If you haven’t received an email, your application hasn’t been submitted. Remember to check your junk or spam mailbox. All candidates will be notified of their application outcome.
Please note, there will be some roles we are unable to sponsor applicants due to the position not meeting the minimum salary criteria to be eligible for sponsorship.
How can you make your application stand out to the hiring manager? Here are some hints and tips that can help you create a memorable and effective application:
- Research: Show you have done your homework on the company and the role.
- Be specific: Take time to consider how your skills and experience match the job description and person specification. Tailor your CV and supporting statement to the specific role you are applying for.
- Be clear and concise: Avoid using long sentences, jargon, or unnecessary information. Use bullet points and headings to make your application easy to read. Focus on your accomplishments and results, not just your duties and responsibilities. Leave out experience that isn’t relevant.
- Proofread: Make sure you check your application for any mistakes and ask someone else to review it as well.
- Adjustments: We want to ensure candidates can present their best selves at application, so want to remove any barriers in place that prevent this. We encourage candidates with any adjustment needs to raise these with the Recruitment team.
Outcome
We’ll always let you know whether you’ve been shortlisted or not. We receive a lot of applications, so we are not able to give individual feedback at application stage.
Interview and assessment
All applicants will receive an outcome to their application. For those who have been sucessfully shortlisted, you'll be contact by the hiring manager or Recruitment team by email or telephone to arrange an interview. At BHF we pride ourselves in providing as much information as possible prior to booking you in for your interview. The Recruitment team will share the format of your interview, along with interview guidance and the candidate pack for the role you are interviewing for. If you require any adjustments at this stage, please let the Recruitment team or hiring manager know.
Types of interview
Below are the types of interview(s) you may face in your recruitment journey at BHF:
- One-way video interview: you’ll be sent an email to an external platform, Shortlister, to access pre-recorded questions. You can access these via mobile/tablet/PC in your own time (within the timeframe given) and record your answers on your device for the hiring manager to access and review.
- Telephone interview: the hiring manager will call you at a pre-agreed time to discuss the role in more detail and ask a few questions about your skills and experience.
- MS Teams panel interview: a competency-based interview with a panel of two-three BHF employees, held remotely via MS Teams. Details and links will be provided in advance.
- In person panel interview: a comp etency-based interview with a panel of two-three BHF employees, held in person at a BHF office/shop/other external venue. Details, including location will be provided in advance.
- Read the role: Ensure you’ve had a thorough read through of the job description, your CV, and your supporting statement (if applicable).
- Prepare examples and practice them: Think or make a note of examples from your work or personal experience that demonstrates the skills or competencies we’re looking for. Use the STAR method when answering questions.
- S = Situation Set the scene
- T = Task What your role was in the task
- A = Action What you did and how
- R = Result The outcome
- (R) = Reflection Would you do anything differently on reflection
- Research: Learn more about BHF and our work, particularly in relation to the role you are interviewing for. Visit one of our shops (if relevant). Show your enthusiasm for BHF, the role and our values.
- Be comfortable: We don’t have a dress code as such, but smart casual or office wear is a good guide. Make sure you are comfortable. If it’s a video call, test your internet connection, microphone, and camera to check they are working ahead of the interview. Find a quiet, private, well-lit place with a plain background.
- Adjustments: We want to ensure candidates can present their best selves at interview, so want to remove any barriers in place that prevent this. We encourage candidates with any adjustment needs to raise these with the Recruitment team.
Types of questions
Below are the types of question(s) you may be asked in your recruitment journey at BHF:
- Opening questions: to understand a bit about you, you will be asked some biographical and motivational questions so we can get a sense of your reasons for wanting the to join BHF and the position you are interviewing for.
- Competency based behaviour or competency-based questions: will show us how you would demonstrate certain behaviours and values in relation to the role. You’ll be asked to give an example of a situation or task that led you to take a certain course of action. The STAR interview method is a technique to concisely answer job interview questions using specific, real-life examples.
- Technical skills or role specific questions: will be asking you to demonstrate particular skills or knowledge specific to the role requirements.
- Belonging and inclusivity: BHF strives to create an environment where everyone who works with us can succeed, regardless of background, so you may be asked a question around inclusivity and being inclusive.
- Take your time: Pause before answering so you can provide a concise and appropriate example.
- Ask for clarification: Ask the interviewer to repeat the question or ask for clarification if needed to ensure you understand what they are asking.
- Be clear and concise: Take your time answering the question. Do not use unnecessary jargon or acronyms. Structure your answers to ensure you get your point across. Using the STAR Method can be beneficial for competency-based questions.
- Ask questions: An interview is a two-way process. Make the most of the opportunity to ask any questions you have about the position and BHF.
- Presentation: Ensure you have had a practice run through of your presentation. Time yourself.
Tasks
As part of the interview process, we may ask you to complete a task, such as an unseen assessment or a presentation. The hiring manager or Recruitment team will confirm these details with you ahead of time.
If you require any adjustments at this stage, please let the Recruitment team or hiring manager know.
Feedback
You’ll be notified of the outcome of your interview by email or telephone.
We offer feedback to all interviewed candidates.
Joining us
Congratulations
You have been successful in securing a role at BHF. We have a thorough onboarding process which our Recruitment and Onboarding team or your new line manager will explain at offer stage.
Everyone joining BHF starts learning from day one. You will receive an engaging and informative induction to understand your role as well as the work of the BHF.
We look forward to you joining BHF.
Accessibility at BHF
At British Heart Foundation, we believe in creating an inclusive and supportive environment for all our employees, including those with disabilities and long-term health conditions. Our commitment to accessibility is reflected in the range of resources and support systems available to ensure that everyone can thrive in their roles.
Inclusive recruitment process
Our recruitment process is designed to be inclusive and fair. We use anonymous CV software for all recruitment at BHF. Our careers site is inclusive, supported by accessibility software. This software supports people who are neurodiverse, visually impaired or speak English as a second language.
We offer adjustments to candidates at all stages of the recruitment process. These adjustments may include British Sign Language (BSL) interpreters, interview questions or themes in advance, extra time for any assessments and ensuring our interview locations are wheelchair accessible.
Please note that this list is not exhaustive, and if you have any specific adjustments or accessibility requirements, please get in touch with the Recruitment team.
Commitment to continuous improvement
We are committed to continuously improving our accessibility practices. BHF regularly reviews and updates its policies to reflect the latest standards and best practices in disability inclusion. We actively seek feedback from employees to identify areas for enhancement and ensure that our resources remain relevant and effective.
At BHF, we strive to create a workplace where everyone feels valued and supported. Our comprehensive accessibility resources and unwavering commitment to inclusion make us a great place to work for individuals with disabilities and long-term health conditions.
You can read more about our commitment to equality, diversity and inclusion at British Heart Foundation here.
Join us in making a difference and building a more inclusive future.
We are members of the Business Disability Forum. This highlights our commitment to being a disability-smart business.This membership gives us access to advice and support on disability inclusion to remove barriers for disabled employees, volunteers and supporters.