Recruitment process
We are an equal opportunity employer. We aim to ensure that all recruitment and selection procedures operate in a fair and non discriminatory way so that those best able to do the job are appointed. As part of our recruitment process we will
- Give you enough time to apply for a job and provide clear information about the application process
- Use an open and fair selection process which will always include a structured interview
- Make sure that any additional selection exercises will relate to the requirements of the post which are set out in the person specification
What information will you give me?
- A job description giving you details of the main tasks
- A person specification giving you information about the skills, abilities and qualifications needed to carry out the tasks
How do we decide who to interview?
We select candidates according to how their skills, experience and abilities match those needed for the job. These are outlined in the person specification. The decision to shortlist you will be based solely on the information you provide in the application form.
If you are shortlisted you will be given at least five working days' notice of an interview. Unfortunately, due to the large number of applications we receive, we are not able to let you know if you have not been shortlisted for interview.
Disabled applicants
Applicants with disabilities will be considered on their ability to carry out the requirements of the job. If you have a disability which you think may prevent you from carrying out some aspects of the job, it may be possible for us to make adjustments to the duties. We therefore encourage you to tell us in the equal opportunities section of the application form what you may not be able to do or whether any adjustments to the selection process could assist you in your application.
What about references?
We will take up references with your permission after short listing, but more usually after interview. We will need two satisfactory references before we can confirm an offer to you. For jobs which involve working with children or vulnerable adults, an offer of employment will be subject to a satisfactory Criminal Records Bureau check.
Asylum and immigration checks/work permits
We will carry out a check to make sure you have the right to work in the UK. This is a legal requirement under the Asylum and Immigration Act 1996. All candidates are required to provide proof of their entitlement to live and work in the UK.
Canvassing
You must not seek the support of a councillor or officer of the council for your application. Canvassing will disqualify you from appointment.
Criminal convictions
The Rehabilitation of Offenders Act 1974 means that you must tell us about any criminal convictions you have which are not spent. A sentence of more than 2.5 years can never become spent. The information will be treated as confidential and only considered in relation to the appointment. Disclosure does not necessarily mean you will not be appointed. We will consider whether the offence is one that would make you unsuitable for the type of work.
For some jobs you must declare all convictions or cautions whether or not they are spent. This usually applies to working with children and adults. The job information will tell you if this is required.
Political restriction
Some posts are politically restricted. These restrictions mean that if you were appointed you would be prevented from
- Being an officer of a political party
- Canvassing on behalf of a political party or for an officer of a political party
- Speaking in public or publishing work in support of a political party
The job information will tell you if these restrictions apply to a post.