The appointment process
This competition is regulated by the Commissioner for Public Appointments. The Commissioner for Public Appointments (OCPA) is the independent regulator of public appointments. This appointment follows a recruitment process regulated by the Commissioner for Public Appointments and is based on a written application, followed by interviews (if candidates are successful at sift stage).
CV and Supporting Statement
Those interested in these appointments are asked to submit a CV and Supporting Statement before the closing date. Approximately one-two weeks after the competition closes, the panel will assess your application to select those demonstrating the best fit with the roles by considering the evidence you have provided against the ‘Essential’ criteria set out in the ‘Person Specification’ section. Failure to address any of these essential criteria may affect your application. Please also confirm in your statement of suitability which of the four elements of functional expertise (finance, property, land transparency, technology) you would like to be assessed against. The panel will select a suitable Longlist for each of the four functional areas. More than one area of functional expertise can be selected if you feel your skill sets are cross functional.
Longlisting
Candidates selected for longlisting will be invited for a preliminary discussion with GatenbySanderson to further explore their skills and experience with reference to all the criteria in the person specification.
The Panel will then have a further meeting to review interview reports on these candidates alongside CVs and statements of suitability in order to select a Shortlist for each of the four functional areas. At this stage they may choose to take into account the desirable criteria. Shortlisted candidates will be advised on the outcome as soon as possible thereafter.
Shortlisting
If you are shortlisted, you will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence. This could be in relation to any of the criteria set out in the vacancy description, key responsibilities and accountabilities and person specification.
The Panel
The panel will then have a further meeting to review interview reports on these candidates alongside CVs and statements of suitability in order to select a Shortlist for each of the four functional areas. At this stage they may choose to take into account the desirable criteria. Shortlisted candidates will be advised on the outcome as soon as possible thereafter.
Prior to interview, you may have the opportunity for informal conversations with key personnel in order to improve your understanding of the organisation. Full details of the assessment process will be made available to shortlisted candidates.
Timeline
The timeline, outlined in the Apply section, indicates the date by which decisions are expected to be made, and all candidates will be advised of the outcome as soon as possible thereafter. Please note: Due Diligence searches will be undertaken on shortlisted candidates and References may be taken for all shortlisted candidates at any point in the process.