Frequently Asked Questions

You can apply for any of our current vacancies directly through our website: Work for us | Canal & River Trust 

Simply scroll to the bottom of the page and select ‘Work for Us’. 

Under “Find a Role,” you’ll find a link to view all available positions. From there, choose the role you’re interested in and follow the steps to submit your application.

No, a CV is not mandatory. While providing one is preferred, you may choose to complete the application form instead of uploading a CV.

Unfortunately, we’re not able to accept speculative CVs. To comply with our GDPR obligations, we only process personal data submitted in relation to active vacancies, where we can clearly define the purpose and retention period. We encourage you to apply for any suitable roles that become available.

We recommend submitting your application through our online system, as this ensures all your information is stored securely and kept together in one place. However, if you are experiencing difficulties with the system, you may send us an email informing us of the issue and a member of the team will assist you.

 Please try again first. If the problem continues, email the team at [email protected]  and include a screenshot of the issue if you can. The team will help you get it resolved. Don’t worry — this won’t stop you from applying as long as you’re still within the advert’s timeline.

Yes, we do offer apprenticeships.  

These opportunities are typically advertised on our vacancies page around January and February each year. You can also learn more about our apprenticeship programme here: Apprenticeships | Canal & River Trust

Yes. Essential criteria represent the minimum requirements needed for the role. If you do not meet all of these, your application may not be shortlisted. You are still welcome to apply, but meeting all essential criteria gives you the best chance of progressing.

We work with a really great organisation called EvoRecruit who deal with our fundraisers. Please go to their website to apply.

Our recruitment process typically begins with an online application, followed by shortlisting conducted by the hiring manager and selection panel. Candidates may then be invited to a one or two‑stage interview, which may take place either face‑to‑face or virtually. For certain roles, we may also include an additional pre‑screening call or a video interview as part of the selection process.

Yes! We welcome applications from candidates who choose to apply under a Guaranteed Interview Scheme. Applicants who disclose a disability and wish to be considered in this way will receive fair and inclusive consideration, provided they meet the minimum essential criteria for the role. 

 In cases where a high volume of applications is received, we may need to prioritise candidates, including those applying under a Guaranteed Interview Scheme, who best meet the essential requirements of the position.

Yes. As an inclusive employer, we are committed to supporting applicants who require reasonable adjustments during and beyond the recruitment process. You can let us know about any adjustments you may need by completing the relevant question within the application form.

A criminal record is not necessarily a barrier to working with us. We support the principle of rehabilitation and assess each application on an individual basis, taking into account the circumstances of the offence and the requirements of the role. 

However, some unspent convictions for very serious offences may present an unacceptable level of risk and may not align with our core values. These typically include unspent convictions for murder, serious sexual offences, sexual offences against children or adults at risk, serious violent offences, hate crimes, and arson. 

We ask applicants to declare any unspent convictions on our online application form. This information is usually required before employment progresses. If we determine that an application cannot proceed due to risks associated with a criminal conviction, we will explain the reasons directly to the individual. 

1. What information about criminal records is requested from applicants? 

We ask applicants to provide details of unspent convictions.  In addition, we require successful candidates for some roles to undergo checks through the Disclosure and Barring Service (DBS). 

If a role requires a DBS Check, this (and details of the level of the check required) will be stated on the advertisement. 

2. Why is this information requested? 

We are committed to creating a safe environment for all, and to safeguarding children, young people and adults at risk (vulnerable adults in Wales).  We must ensure that the individuals we engage to represent us are suitable to perform the role for which they have applied.  Assessing criminal record information, in the context of the requirements of the role applied for, is part of this process. 

Where we engage individuals to carry out certain activities with children, we are legally obliged to carry out Enhanced DBS Checks with Child Barred List information.  In other cases, we require DBS Checks because we have assessed these are an appropriate safeguard in all of the circumstances. 

3. At what stage will the information I provide be considered? 

Information provided by applicants about unspent criminal convictions is not made available to recruiting managers until the offer stage.  This helps to ensure applicants are considered on their merits and without prejudice. 

Where a role requires a DBS Check, this will usually be carried out (and the result considered) prior to the successful applicant commencing employment.  In some, limited circumstances, an individual may be able to start work before their DBS Check has been returned provided their activities are restricted to those which do not require a DBS Check, such as training and administrative tasks.  

4. What does Canal & River Trust do with this information? 

When a recruiting manager is informed that a chosen applicant has disclosed an unspent criminal conviction, they will follow our risk assessment process to determine whether it is appropriate to continue with the offer of employment and, if so, whether any risk management controls should be implemented.  The risk assessment will take account of factors such as the nature of the offence(s); the date of the offence; applicant’s age at the date the offence was committed; the sentence; available references and other relevant information.  The matter will be discussed with the candidate, who will have an opportunity to provide information and make representations.        

5. For how long will the information be retained? 

Successful candidates’ CVs and answers to screening questions are retained on their personnel file.  The periods for which the data will be held will be provided to successful candidates in our employee privacy notice. 

If your application for employment is unsuccessful, the Trust will hold your data on file in relation to the vacancy you applied for, for no more than 1 month after the end of the relevant recruitment process (unless you agree to allow us to retain it for a further 12 months for consideration for future employment opportunities).  

All applicants, both successful and non-successful can access their digital applicant profile at any time to update and/or delete the information they have provided.  Requests for data to be deleted can also be sent to [email protected]  

Further information is available in our Privacy Notice Schedule for Applicants (available on our website).  

6. Does having a criminal record mean I cannot work with Canal & River Trust? 

A criminal record is not necessarily a barrier to working with us.  We support the principle of rehabilitation and make our decisions according to the particular circumstances of the case. In most cases, the recruiting manager will carry out a risk assessment where an offer is planned, and the candidate has disclosed an unspent conviction.   

Some unspent convictions are considered to carry an unacceptable level of risk, and be so at odds with our core values, that these would usually preclude an applicant from being successful.  This includes unspent convictions for: murder, serious sexual offences, serious violent offences, hate crimes and arson.  

The Recruitment Team will inform applicants at an early stage if a disclosed unspent conviction means the application will not be progressed further.  Information about convictions is not passed to recruiting managers at this stage.     

If we decide that an appointment should not proceed due to risks connected with a criminal conviction, the reasons for the decision will be explained to the individual.  

7. What happens if I do not disclose an unspent conviction when asked? 

We hope that applicants will share our core value of openness and provide full and accurate information during the application process.  If an applicant is found to have provided false information, this may lead to the application being rejected or (if employment has commenced) a disciplinary sanction up to and including dismissal.

Yes. We offer flexible working for all of our roles.  

We recognise that our colleagues have different needs and commitments, and we are committed to supporting a healthy work–life balance. Wherever possible, we provide flexibility around working patterns, locations and hours, enabling our colleagues to work in a way that supports both their wellbeing and the needs of the organisation.  

For more information on our wider benefits and rewards, you can visit our website here: Reward & Benefits

We aim to complete shortlisting and invite candidates to interview within five working days of the advert closing. If you haven’t heard from us after this timeframe, you are welcome to contact the Recruitment Team inbox for an update.

Yes, we do offer feedback following the interview stage. To request this, please contact us within five working days of your interview. Once we receive your request, we will endeavour to provide your feedback within 48 hours. 

Please note that we are only able to offer feedback after the interview stage, not during the earlier application stage.

You can withdraw your application directly through the system you originally used to apply. 

 If you would like your data to be fully removed from our records, please send a request to [email protected] and our team will support you with the deletion process.

Unfortunately, we are not a visa‑sponsoring employer. To be considered for our roles, you will need to already hold the right to work in the UK.

At Canal & River Trust, we are committed to fair, transparent, and ethical recruitment practices. As part of our hiring process, we may use AI to analyse applications and support us to work more efficiently. However, all hiring decisions - without exception - are made by our hiring managers.

You can get in touch with us via [email protected].  Our team will be happy to help with any queries you may have.

We’re really sorry to hear that you’ve had a negative experience.  

If you would like to raise a concern or make a complaint, please get in touch with us at [email protected] and our team will look into this for you.