Recruitment process

Please see the following sections for more information about our recruitment process.

Acknowledgement of application form

If you apply through our on-line web recruitment you will automatically receive an email confirming that we have received your application. If you are not selected for interview you will receive a further email confirming that you have been unsuccessful in your application for the post that you have applied for. In that event, we hope that you will still consider applying for job opportunities at the council in the future.

Preparing for the interview

Being short listed for an interview means you have passed the first stage of the selection process and at minimum meet the basic criteria of the job. The next step is to fully prepare for the interview so you can do as well as possible on the day. Please see the National Careers Service - preparing for the interview (opens new window) for further information.

Attending the interview

Two or more managers who work in the same service area as the advertised job will carry out the interviews. During the interview the managers will ask:

a standard set of questions relating to the requirements of the post
individual questions about your responses on the job application form
you will also be asked to account for the last 3 years of your employment including any gaps whether they be employment, educational, training gaps etc.
unfortunately the council is unable to reimburse candidates' interview expenses.

Doing an exercise or making a presentation

Depending on the type of vacancy, some managers will set up certain exercises for candidates to carry out. These give the managers a greater insight into your abilities and skills. These might include a keyboard test, presentations, or written, numerical or verbal reasoning aptitude exercises. If you are selected for an interview, you will be told in your letter if you should prepare for a presentation or other exercise.

Your qualifications

Please bring original copies of your professional and / or other qualifications to the interview and if you are the successful candidate please bring them into your induction with HR for them to be copied. Please be aware that the Council randomly verifies qualifications with awarding bodies from time to time.

Following the interview

We will call you if you are the successful candidate and we are going to offer you the job. This offer of employment would be conditional subject to satisfactory references, medical clearance a satisfactory sickness absence record over the previous two years, verification of qualifications (where relevant) and a criminal records check if this is applicable to your post. The conditional offer would then be confirmed in writing/email to you. Other candidates will be notified by email or phone that they have unfortunately not been successful on this occasion. Unsuccessful candidates are welcome to speak further with us if they would like feedback.

Employment medical questionnaire

Once a conditional offer of employment has been made, the successful candidate will be required to complete a confidential health questionnaire through our occupational health service, Health Management Ltd, who will contact them shortly afterwards.

Asylum and Immigration Act 1996

In order to comply with the Asylum and Immigration Act 1996, applicants will be required to produce official documents to confirm their immigration status. These will be identified and requested prior to the commencement of employment.

A requirement following an offer of appointment is to produce an official document showing a national insurance number or, if this is not possible, a passport or a letter from the Home Office confirming eligibility to live and work in the UK. Please note that any failure to comply with this request may delay commencement of employment as any position is subject to an employee having the right to live and work in the UK.

Working with vulnerable people

As part of its recruitment practice the council will seek disclosure of criminal records for potential employees who are likely to be working with or be in regular contact with children or other vulnerable people as part of their work. Should the post that you are applying for fall into this category the attached 'about the vacancy sheet' will detail information about the level of disclosure required.

Please note: if the post has been identified as requiring a criminal records check you are required to complete a full employment history on the application form completed for this post. Please also include details of any gaps in your employment history. Please contact the Human Resources if you require further clarification.

Employment of ex-offenders

If you have previously been convicted of a criminal offence please see the council's Employment of Ex-offenders Policy and our page on the Rehabilitation of Offenders Act. For further information about criminal records please visit Gov.uk - ex-offenders and employment (opens new window) .

Employment of ex-offenders policy July 2014 (Word doc) [173KB]

Safeguarding Policy (Word doc) [353KB]