Payac is currently inviting applications for the following positions under this campaign:
These job descriptions are not an exhaustive list of duties attached to each role, and further details will be contained within the Contract of Employment entered into with successful candidates at time of appointment.
Payac is headquartered in Dublin, with offices at Mount Herbert Court, Mount Street Upper, Dublin 2, and has an Operations Centre at Carrick Business Campus, Dublin Road, Carrick on Shannon, Co Leitrim. Payac operates a hybrid work policy, and subject to prior agreement, candidates may be able to work remotely with a requirement to be office based approximately 2/3 days per week.
Hours of attendance
Unless otherwise agreed with a successful candidate, hours of attendance will be fixed from time to time but will amount to not less than 37.5 hours per week. No additional payment will be made for extra attendance (over and above 37.5 hours per week) as the rate of remuneration payable covers any exceptional extra attendance liability that may arise from time to time.
The appointment to positions within this campaign are subject to a probationary period. The probationary period will be for a period of 6 months from the date specified in the contract. Notwithstanding, this will not preclude an extension of the probationary period, as outlined within the Contract of Employment.
How to apply
Interested candidates should send their CV and cover letter by email to firstname.lastname@example.org, clearly outlining the role they are applying for. Closing date for receipt of applications is 5pm on Friday 19th January 2024. Applications will not be accepted after this date and time.
An Interview Panel or Panels will be set up to conduct any shortlisting/interviews. Subject to the number of applications received, the selection process may include shortlisting and/or preliminary interview, in addition to a final interview.
Short-listing of candidates: Based on information contained in your application, the panel will examine the application and assess against pre-determined criteria based on the requirements of the position. It is therefore in your own interests to provide a detailed and accurate account of your qualifications and experience in the application.
Preliminary interview: Depending on the number of applications received, Payac may conduct a competitive preliminary interview.
Final interview: will be based around the essential competencies and experience required for the post. The interview will focus primarily on seeking to establish the extent to which candidates possess and can demonstrate the skills and knowledge required for the post.
It is envisaged that interviews will be held as soon as possible after the competition closing date.
Each candidate will be advised of the time, date, and venue of their interview and of the names of the members of the interview board. The onus is on candidates to be available for interview at the appointed time.
Availability and Admission
During the selection process, the onus is on all candidates to make themselves available on the date(s) specified by Payac and to make whatever arrangements are necessary to ensure that they receive communications sent to them at the contact details specified on their application (generally by email).
Payac will not be responsible for refunding any expenses incurred by candidates.
The admission of a person to a competition, or invitation to attend interview, or a successful result letter, is not to be taken as implying that Payac is satisfied that such a person fulfils the requirements or is not disqualified by law from holding the position. Prior to offering any candidate a position from this competition Payac will make all such enquiries that are deemed necessary to determine the suitability of that candidate.
Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made.
Canvassing will disqualify and will result in exclusion from the process.
Candidates must not:
Declining an offer of appointment
Should the person recommended for appointment decline, or having accepted it, relinquish it, Payac may at its discretion, select and recommend another person for appointment on the results of this selection process.
Fitness & Probity
A candidate may be required to complete a Fitness & Probity declaration form should they come under consideration for appointment.
Deeming of candidature to be withdrawn
Candidates who do not attend for interview or other test when and where required by Payac or who do not, when requested, furnish such evidence, as Payac require regarding any matter relevant to their candidature, will have no further claim to consideration.
Protecting confidentiality is a priority. Candidates can expect, and we guarantee, that all enquiries, applications, and all aspects of the proceedings are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in the competition process. We will not contact referees, employers, or previous employers without the candidate’s consent and then only if under consideration for appointment.
The General Data Protection Regulation (GDPR) came into force on the 25th May 2018, replacing the existing data protection framework under the EU Data Protection Directive. When a candidate applies for a competition run by Payac, a computer record is created in the candidate’s name. Information submitted with a job application is used in processing the application. Where the services of a third party are used in processing the application, it may be required to provide them with information, however all necessary precautions will be taken to ensure the security of the candidate’s data. To make a request to access personal data a candidate should submit a request by email to email@example.com, ensuring that they describe the records sought in the greatest possible detail to enable us to identify the relevant record(s).
Candidates should begin to consider names of people who would be suitable referees and that Payac might consult (2 names and contact details). The referees should be able to provide relatively recent information on the candidate’s performance and behaviour in a work context. Candidates may wish to select referees that can provide such information from different perspectives or in different work contexts. Candidates can be assured that Payac will only contact referees should the Candidate come under consideration after the preliminary interview stage. Please note, should the Candidates be successful at final interview, Payac will require a reference from a current employer prior to recommendation for appointment.
Successful candidates may be required to complete several clearance processes such as Health and Character Declaration, Fitness & Probity, and any other relevant checks required for the particular role.