The Recruitment Process

Join our Team

Our Recruitment Aim

Awelon Healthcare want to attract and retain the best talent to enhance our existing, fantastic team of employees. Our ethos is to nurture and develop our staff, creating a culture of on-going learning and development and sharing best practice.

We also provide a comprehensive induction programme and genuine prospects for progression and promotion should that be your chosen career path. Some of our employees began their career with Awelon Healthcare as support workers and have progressed into Managers / Deputy Managers. If you have the drive and ambition to progress, we can help you to achieve your goals.


All vacancies are advertised via the vacancies section of our company website as well as via external advertising bodies, which will be determined by the type and nature of the role.
In the vacancies section you will find details of our current opportunities along with job descriptions and person specifications for each role, together with information of closing dates and starting salary.


Application forms can be downloaded in our vacancies section or alternatively please contact Awelon Healthcare on 01446 793544 or email us on for Llanmaes, or 01792 843564 email for Clydach to request a paper application pack.
Completed application forms can be returned to us via the above email address or posted to the following address:

Awelon Healthcare
Mount Pleasant Stables
Llantwit Major
CF61 2XR

Parkview House
73 Pontardawe Road


All applications will be reviewed against the job description and person specification by the recruiting manager. All successful applicants will be invited to interview by telephone and will receive a letter confirming details of the date, time and location. The letter will also include details of documents that you are required to bring to the interview with you, which include:

• ID documents(photo driving licence/passport)
• Proof of your right to work (passport/National Insurance card/Birth certificate)
• Qualification certificates

If you have not heard anything within 4 weeks of the closing date, please assume that, unfortunately you have not been successful on this occasion.


Interviews will consist of a series of questions to review your skills and experience against the job description and person specification.
All successful and unsuccessful candidates will be informed of the outcome in writing.

DBS – Disclosure & Barring Service

All appointments are subject to the receipt of a satisfactory disclosure at the appropriate level from the Criminal Records Bureau (CRB).

Rehabilitation of Offenders Act 1974

The Rehabilitation of Offenders Act helps rehabilitated ex-offenders back into work by allowing them not to declare criminal convictions after the rehabilitation period set by the Court has elapsed and the convictions become “spent”. During the rehabilitation period, convictions are referred to as “unspent” convictions and must be declared to employers.
Before you can be considered for appointment we need to be satisfied about your character and suitability.
Awelon Healthcare aims to promote equality of opportunity and is committed to treating all applicants for positions fairly and on merit regardless of race, gender, marital status, religion or belief, disability, sexual orientation and age. Awelon Healthcare undertakes not to discriminate unfairly against applicants on the basis of a criminal conviction or other information declared.
Anyone applying for a position which involves a regulated activity and certain controlled activity from 12 October 2009 will require an enhanced Criminal Records Bureau check and that disclosure will, where appropriate to the role, include information against the Independent Safeguarding Authority barred lists for working with children or working with adults or both.

Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975

In order to protect certain vulnerable groups within society, there are a number of posts that are exempt from the provisions of the Rehabilitation of Offenders Act 1974. All posts which fall within this category are exempt from the provisions of the Rehabilitation of Offenders Act by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.
Applicants for such posts are not entitled to withhold any information about convictions or other relevant criminal record information which for other purposes are “spent” under the provisions of the Act. If you are successful with this application, any failure to disclose such information could result in dismissal or disciplinary action. Any information provided will be confidential and will be considered only in relation to posts to which the Order applies.
From 12 October 2009 under the terms of the Safeguarding Vulnerable Groups Act (2006), all positions involving regulated and certain controlled activity with children and vulnerable adults and which are carried out frequently, intensively or overnight will require an enhanced Criminal Records Bureau (CRB) check. Where appropriate to the role, the CRB disclosure will include information against the Independent Safeguarding Authority barred lists for working with children and/or vulnerable adults.

Offer of employment

All offers of employment are subject to the receipt of a minimum of two satisfactory references from your two most recent employers, or school/college/university as well as a satisfactory health clearance. Qualification checks and driving licence checks will also be carried out if a requirement of the post.


All new employees will undertake an induction programme relevant to the role in which they have been appointed as well as a local induction by your Manager.

Our vision

  • To provide a residential service which seeks to improve the quality of life for service users with learning disabilities who may engage in behaviours which are often viewed as problematic or challenging.
  • To provide a safe, stable and stimulating environment which encourages service users to grow as individuals and develop personal skills and abilities to maximise their potential, and whenever possible, promote independence.
  • To provide an environment that creates as normal a life as is possible for service users, and which preserves dignity and identity in meeting their emotional and physical needs.
  • To promote equality of opportunity and encourage anti-discriminatory practice by recognising rights, choices, beliefs and values of service users and their families.
  • To encourage and facilitate interactions within the local and wider communities as a means of developing social networks and experiencing warm and meaningful relationships.
  • To work effectively with Social Services, Health Services and other external agencies in enhancing the quality of life for the service users.
  • To adopt a holistic approach towards the care and development of service users, using non-aversive methods based on psychological models to adopt and manage behaviours.
  • To give all staff the training, support and consultation required to achieve a quality workforce, which will fulfil the aims and objectives of the service.