Working With YoungMinds

YoungMinds offers a range of jobs. All vacancies can be found here.

Handling of Applications

VIK trainingPlease note that in the interests of economy we are only able to notify those candidates who are shortlisted. Unfortunately we are not able to give feedback to candidates not shortlisted.

Shortlisted candidates will be contacted by email or phone and interviews will usually take place at YoungMinds’ London office unless specified otherwise.

Location


Unless specified otherwise, the usual place of employment is at YoungMinds, Suite 11, Baden Place, Crosby Row, London, SE1 1YW or at such place or places where it is necessary to carry out the duties and responsibilities of the post. 

Benefits


Annual leave, Bank Holidays and Christmas closure:

The leave entitlement is 25 days per annum.

YoungMinds is closed on statutory bank holidays.

YoungMinds also grants 3 days leave for office closure between Christmas and New Year.

The leave year runs from 1 January to 31 December.

All leave is calculated on a pro rata basis for part time employees.

Pension:

YoungMinds will match the employee’s net contribution to a personal or stakeholder pension scheme, up to a maximum of 3% of basic salary.

Other benefits:

YoungMinds also provides organisational sickness, maternity, paternity and other leave.

Probationary Period


Adult counselling a childYoungMinds provides a contractual probationary period of three months for permanent staff, which may be extended dependent upon performance in post.

Probationary periods may be shorter for those on short contracts.

Certain staff benefits are not available during probationary periods.

Smoking Policy


YoungMinds operates a non-smoking policy. Smoking is also banned in the common areas of the building YoungMinds, Suite 11, Baden Place, Crosby Row, London, SE1 1YW.

Equality & Diversity


Both in its capacity as an employer and as a provider of services to others, YoungMinds is determined to make all efforts to prevent discrimination or other unfair treatment against any of its’ staff, potential staff or users of its services, regardless of race, gender, age, employment status, disability, political beliefs, religion, responsibility for dependants or sexual orientation.

Pre-employment Checks


YoungMinds trainingYoungMinds has robust externally reviewed safeguarding policies and procedures to ensure we safeguard the children and young people that we work with.

YoungMinds will carry out a number of pre-employment checks as part of our recruitment and selection process to enable us to make informed recruitment decisions.

After interview we will ask potential staff members for consent to a checks which will be carried out by the Disclosure & Barring Service, an executive agency of the Home Office. 

YoungMinds will also seek references; usually from two previous employers.

Please note that you do not have to consent to these checks being carried out. However, if consent is withheld, YoungMinds will withdraw any offer of employment.

With some exceptions having a criminal record will not necessarily bar an individual from working at YoungMinds. This will depend on the nature of the position sought and the circumstances and background of the offences, YoungMinds’ decisions are informed by our Recruitment of Ex-offenders Policy.

Proof of Identification

In order to process the Disclosure check, YoungMinds is required to confirm the identity of any potential staff members. For this reason we will seek documentation as evidence of identity and a list of the documents required will be provided by HR to successful applicants.

Please note that any information supplied will be treated in confidence and in accordance with the Data Protection Act and the DBS Code of Practice.

Policy Statement on the Recruitment of Ex-offenders

Professionals at workYoungMinds complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly.  It undertakes not to discriminate unfairly against any subject of a check on the basis of conviction or other information received.

YoungMinds encourages all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, Addressee Only confidential cover to the HR Manager and we guarantee that his information is only to be seen by those who need to see it as part of the recruitment process.

We ensure that all those in YoungMinds who are involved in the recruitment process work in line with the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to the withdrawal of an offer of appointment.

CRB applicants may wish to read the DBS Code of Practice, a copy is available here.

We undertake to discuss any matter revealed in a disclosure with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.

Right to Work


YoungMinds will require you to establish your right to work in the UK.

YoungMinds Job Alerts

If you would like to hear when YoungMinds has vacancies available please register for the YoungMinds Job Alert.

We will keep your details on file and contact you when a role that may be of interest to you next becomes available.

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